Carrier

The National Rural Letter

Vol. 121, No. 6a Special Contract Edition 2022

NATIONAL AGREEMENT
between the
United States
Postal Service
and the
National Rural Letter
Carriers’ Association
2021 - 2024
THE NATIONAL RURAL LETTER CARRIERS’
ASSOCIATION
NOTE TO MEMBERS:
Established in 1903
1­630 Duke Street, Alexandria, VA 22314-3467
Tel: 703-684-5545 - Website: www.nrlca.org
This special contract edition of the
Resident National Officers
magazine represents the com-
Ronnie W. Stutts, President plete, current National Agreement
Donald L. Maston, Vice President
Clifford D. Dailing, Secretary-Treasurer
between the USPS and the NRLCA.
David L. Heather, Director of Labor Relations It supersedes the provisions of
Susan T. Knapp, Director of Steward Operations
the 2018 USPS-NRLCA National
National Executive Committeemen Agreement.
Patrick A. Pitts, Chairman, Executive Committee
Tel: 360-893-9182
P.O. Box 821, Orting, WA 98360-0821
Shirley Baffa, Executive Committeeman
Tel: 870-613-7838
P.O. Box 2435, Batesville, AR 72503-2435
Dennis L. Conley, Executive Committeeman
Tel: 828-369-5054
P.O. Box 445, Franklin, NC 28744-0445
Jeanette P. Dwyer, Executive Committeeman
Tel: 571-228-1288
P.O. Box 25, Riegelwood, NC 28456-0025
-----------
Legislative Department
Paul Swartz, NRLCA Director of Governmental Affairs
Tel: 703-684-5545
Workers’ Compensation Department
Devin Cassidy, NRLCA Director of Workers’ Compensation
Tel: 703-684-5545
Retainer: Mike Watson Tel: 503-653-2911 (PST)
National Chaplain
Gary W. Wilder
Tel: 615-888-6156 (CST)
Health Benefit Plan
Clifford D. Dailing, Exec. Director of Health Insurance
Programs
Cameron Deml, Director of Health Insurance Programs
Tel: 703-684-5552
Claim Inquiries
Rural Carrier Benefit Plan, 800-638-8432
Auto and Homeowners Insurance Plans
Linda Foran, Plan Director,
Service: 855-752-8477 — Claims: 800-325-1088 —
Sales: 888-325-7727
Magazine Department
Donald L. Maston, Editor
Melissa J. Ray, Managing Editor/Communications Director
Clifford D. Dailing, Associate Editor

Postmaster: Send Change of Address to:

NRLCA Membership Dept., 1630 Duke Street,
Alexandria, VA 22314-3467
 TABLE OF CONTENTS
Article Page
1. UNION RECOGNITION……………………………….........................1
1. Union………………………………………………........................................1
A. Recognition ...............................................................................1
B. Terms……………………………………………….................................1
2. Exclusion…………………………………………………...............................1
3. Facility Exclusions………………………………………..............................1
4. Definition…………………………………………………...............................1
5. New Positions ...............................................................................1
6. Performance of Bargaining Unit Work……………….........................1
A. More than 100 Bargaining Unit Employees............................1
B. Less than 100 Bargaining Unit Employees..............................1
2. NON-DISCRIMINATION AND CIVIL RIGHTS..........................1
1. Statement of Principle.........................................................................1
2. Discrimination Grievances.................................................................2
3. MANAGEMENT RIGHTS………………………………........................2
4. TECHNOLOGICAL AND MECHANIZATION CHANGES......2
1. Statement of Principle.........................................................................2
2. Advance Notice ...............................................................................2
3. Resolution of Differences………………………………............................2
4. New Jobs……………………………………………….................................2
5. PROHIBITION OF UNILATERAL ACTION………….....................2
6. NO LAYOFFS OR REDUCTION IN FORCE................................2
7. EMPLOYEE CLASSIFICATIONS……………………..........................3
1. Career Employees..............................................................................3
A. Regular Carriers (Designation Code 71).................................3
B. Part-Time Flexible Rural Carriers (Designation Code 76).......3
2. Substitute Rural Carriers, Rural Carrier Associates,
Rural Carrier Reliefs, and Assistant Rural Carriers….......................3
A. Substitute Rural Carriers (Designation Code 73)....................3
B. Rural Carrier Associates (RCAs) (Designation Code 78).......3
C. Rural Carrier Associates (RCAs) (Designation Code 74).......3
D. Rural Carrier Associates (RCAs) (Designation Code 79).......3
E. Rural Carrie Reliefs (RCRs) (Designation Code 75)................3
F. Assistant Rural Carriers (ARCs) (Designation Code (70-5)....3
8. HOURS OF WORK..........................................................................3
1. Work Week ...............................................................................3
2. Work Schedules..………………………………………..............................3
3. Hourly Basis ...............................................................................3
A. Straight Time Rate.......................................................................3
B. Overtime Rate……………………………………................................4
4. Guarantees ...............................................................................4
5. Relief Day Worked.............................................................................4
6. Wash-up Time ...............................................................................4
7. Changes in Number of Delivery Days.............................................4
9. COMPENSATION, SALARIES, AND WAGES……….................5
1. Salaries and Wages..........................................................................5
A. Basic Annual Salary...................................................................5
B. New Regular Carrier Appointees.............................................5
C. Part-time Flexible Rural Carrier Appointees…….......................5
D. Granting Step Increases.............................................................5

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 TABLE OF CONTENTS
Article Page
E. Cost-of-Living Adjustment............................................................6
F. Application of Salary Rates.......................................................6
G. Protected Salary Rates................................................................7
H. Rural Carrier Associates and Assistant Rural Carriers.............7
2. Compensation, Allowance, and Fees............................................ 7
A. Compensation Pursuant to the Fair Labor Standards Act (FLSA)..........7
1. FLSA Section 7(b)(2).........................................................................7
2. FLSA Section 7(a)……………………………..........................................9
B. Rural Carrier Schedule..............................................................................9
C. Evaluated Compensation..........................................................................9
. 1. Definition............................................................................................9
2. Evaluated Compensation…………………….................................... 10
3. Rural Route Evaluated Compensation System……………… 10
4. Centralized Delivery...................................................................... 10
5. Relief Days...................................................................................... 10
6. Route Classification…………………………....................................... 12
7. Classification Options and Reviews............................................. 13
8. Overburdened Routes………………………...................................... 14
9. Changes in Compensation............................................................ 14
10. Substantial Service Changes........................................................ 14
11. Seasonal Route.............................................................................. 14
12. Temporary Route Deviations......................................................... 14
13. Recurring Work Duties.................................................................. 15
14. Administrative Errors...................................................................... 15
D. Compensation for Part-time Flexible Rural Carriers............................. 15
E. Compensation for Substitute Rural Carriers……................................... 15
F. Compensation for Rural Carrier Associates
and Rural Carrier Relief Employees...................................................... 15
G. Equipment Maintenance Allowance..................................................... 16
1. General Policy................................................................................ 16
2. Vehicle Equipment.......................................................................... 16
3. Rate of EMA…………………………………......................................... 16
4. Special EMA Chart........................................................................ 16
5. Auxiliary Assistance and Auxiliary Rural Carriers...................... 16
6. Temporary Deviations.................................................................... 16
H. Christmas Allowances and Procedures................................................ 16
I. Training Pay............................................................................................. 18
J. Training Presentations............................................................................ 18
10. LEAVE.............................................................................................................. 19
1. Leave Funding................................................................................................. 19
2. Annual Leave……………………………………………........................................... 19
A. Minimum Units and Availability of Leave Replacements................... 19
B. Forfeiting Leave……………………………………......................................... 19
C. Approved Leave..................................................................................... 19
3. Sick Leave........................................................................................................ 19
4. Saturday Leave………………………………………….......................................... 19
5. Leave for Substitutes and Rural Carrier Associates..................................... 19
6. Leave for Part-time Flexible Rural Carriers........................................ ……… 20
7. Leave Submissions....................................................................................... 20
11. HOLIDAYS..................................................................................................... 20
1. Holidays Observed........................................................................................ 20
2. Payment…………………………………………………............................................. 20

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 TABLE OF CONTENTS

Article Page
3. Part-time Flexible Rural Carriers and Substitute Carriers........................... 21
12. PRINCIPLES OF SENIORITY, POSTING, AND REASSIGNMENT… 21
1. Probationary Period........................................................................................ 21
A. Statement of Principle............................................................................ 21
B. Falsification of Employment Application……….................................... 21
C. Completion of Probationary Period……………..................................... 21
D. Reemployment........................................................................................ 21
2. Rural Carrier Seniority…………………………………......................................... 21
A. Accruing Seniority…………………………………....................................... 21
B. Breaking Ties………………………………………......................................... 21
1. Regular Regular Carriers.................................................................. 21
2. Part-time Flexible Rural Carriers....................................................... 22
3. Substitutes, Rural Carrier Associates and Rural Carrier Reliefs.... 22
C. Relative Seniority Upon Reassignment………….................................... 23
3. Rural Carrier Posting...................................................................................... 23
A. Posting Requirements............................................................................. 23
B. Local Posting and Bidding of Regular Rural Routes............................ 24
C. Awarding a Vacant Route..................................................................... 24
D. District Posting and Awarding............................................................... 25
E. Other Requirements to Fill a Vacant Regular Route........................... 26
4. Rural Carrier Temporary Reassignments...................................................... 27
5. Rural Carrier Reassignments…………………………......................................... 27
A. General Reassignments......................................................................... 27
B. Route Consolidations............................................................................. 28
C. Retreat Rights.......................................................................................... 28
D. Reverting to a Part-time Flexible Rural Carrier
In Lieu of Reassignment......................................................................... 29
13. ASSIGNMENT OF ILL OR INJURED EMPLOYEES................................ 29
1. Assistance for Employees…………………………….......................................... 29
2. Federal Employees’ Compensation Act……………….................................... 29
3. No Light-Duty Assignments……………………………........................................ 29
14. SAFETY AND HEALTH………………………………......................................... 29
1. Responsibilities…………………………………………............................................ 29
2. Cooperation..................................................................................................... 29
A. Safety Administration.............................................................................. 29
B. Health Services……………………………………......................................... 29
C. Occupational Safety and Health Act................................................... 29
3. Local Safety Meeting……………………………………......................................... 29
15. GRIEVANCE AND ARBITRATION PROCEDURE…................................. 30
1. General Policy.................................................................................................. 30
2. Definition…………………………………………………............................................. 30
3. Procedure………………………………………………............................................... 30
4. Grievance Procedure – General.................................................................... 32
A. Observance of Principles and Procedures........................................... 32
B. Failure to Meet Time Limits………………………....................................... 32
C. Failure to Schedule Meetings................................................................ 32
D. National Level Grievance…………………………..................................... 32
E. EEO Complaints…………………………………........................................... 33
5. Arbitration.......................................................................................................... 33

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 TABLE OF CONTENTS

Article Page
A. General..................................................................................................... 33
B. Selection of Panels................................................................................... 33
1. Area Panels......................................................................................... 34
2. National Panels.................................................................................. 34
C. National Arbitration………………………………......................................... 34
D. Area Arbitration....................................................................................... 34
16. DISCIPLINE PROCEDURE............................................................................. 35
1. Statement of Principle…………………………………............................................ 35
2. Letter of Warning.............................................................................................. 35
3. Suspensions……………………………………………............................................... 35
4. Discharge or Crime Situation…………………………......................................... 36
5. Emergency Procedure...................................................................................... 36
6. Review of Discipline…...................................................................................... 36
7. Veterans’ Preference........................................................................................ 36
8. Employee Discipline Records.......................................................................... 36
17. REPRESENTATION……………………………………........................................... 36
1. Stewards............................................................................................................ 36
2. Appointment of Stewards………………………………......................................... 36
A. Union Certification…………………………………....................................... 36
B. Non-Employee Stewards....................................................................... 36
C. Other Union Representatives................................................................. 37
3. Rights of Stewards…………………………………….............................................. 37
4. Payment of Stewards…………………………………............................................. 38
5. Union Participation in New Employee Orientation...................................... 37
6. Checkoff............................................................................................................ 37
A. Deductions by Employer........................................................................ 37
B. Dues Authorization Form…………………………....................................... 38
C. Standard Form 1187 Honored…………………...................................... 38
D. Payroll Deductions……………………………….......................................... 38
18. NO STRIKE...................................................................................................... 38
1. Statement of Principle…………………………………............................................ 38
2. Union Actions……………………………………………............................................ 38
3. Union Liability................................................................................................... 38
4. Legal Impact…………………………………………….............................................. 38
19. HANDBOOKS AND MANUALS………………………................................... 38
1. Statement of Principle…………………………………............................................ 38
2. Initial Notice of Proposed Changes……………………..................................... 38
3. Final Notice and Arbitration............................................................................ 38
20. PARKING……………………………………………….............................................. 40
1. Existing Parking Program................................................................................. 40
2. Parking Security................................................................................................ 40
3. Priority Parking…………………………………………............................................. 40
21. BENEFIT PLANS………………………………………............................................. 40
1. Health Benefits…………………………………………............................................. 40
2. Health Benefit Brochures……………………………….......................................... 40
3. Life Insurance……………………………………………............................................ 40
4. Retirement.......................................................................................................... 40
5. Injury Compensation…………………………………….......................................... 40
22. BULLETIN BOARDS....................................................................................... 41

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 TABLE OF CONTENTS

Article Page
23. RIGHTS OF UNION OFFICIALS
TO ENTER POSTAL INSTALLATIONS........................................................ 41
24. EMPLOYEES ON LEAVE WITH REGARD TO UNION BUSINESS...... 41
1. Continuation of Benefits................................................................................... 41
2. Leave for Union Conventions.......................................................................... 41
3. Leave Replacement.......................................................................................... 41
25. HIGHER LEVEL ASSIGNMENTS................................................................. 41
1. Salary Computation……………………………………........................................... 41
2. Work Week...................................................................................................... 41
3. Written Order................................................................................................... 41
4. Assignments in Excess of 180 Calendar Days........................................41
26. ENERGY SHORTAGES.................................................................................. 42
27. EMPLOYEE CLAIMS....................................................................................... 42
1. Statement of Principle....................................................................................... 42
2. Claims Procedure………………………………………............................................ 42
28. EMPLOYER CLAIMS...................................................................................... 42
1. Statement of Principle....................................................................................... 42
2. Shortage in Fixed Credits................................................................................ 42
3. Loss or Damage of the Mails.......................................................................... 42
4. Damage to USPS Property and Vehicles....................................................... 42
5. Collection Procedures...................................................................................... 43
29. LIMITATION ON REVOCATION OF DRIVING
PRIVILEGES..................................................................................................... 43
1. Employer’s Right to Revoke............................................................................. 43
2. Revocation Considerations…………………………….......................................... 43
3. Initial Certification………………………………………........................................... 43
4. Employee Notification..................................................................................... 43
5. Licensed Drivers Provided by Employee……………........................................ 43
30. WORKING RULES FOR RURAL CARRIERS….......................................... 43
1. General Provisions……………………………………….......................................... 43
A. Even Flow of Mail…………………………………........................................ 43
B. Space and Working Conditions........................................................... 43
C. Non-Conforming Boxes.......................................................................... 43
D. Roads and Approaches……………………………..................................... 44
E. Route Remeasurement……………………………........................................ 44
F. Lunch Break............................................................................................. 44
G. Scheduling............................................................................................... 44
H. Acts of God............................................................................................. 44
I. Turning in Mail and Funds………………………….................................... 44
J. Carrier’s Rights in Route Adjustments.................................................... 44
K. Affixing Stamps……………………………………......................................... 44
L. Roster of Customers................................................................................ 44
M. Driver Certification…………………………………....................................... 44
N. Use of Seat Belts……………………………………....................................... 45
O. Identification Badges.............................................................................. 45
P. Other Route Assignments…………………………...................................... 45
2. Special Provisions for Part-time Flexible Rural Carriers,
Substitutes, Rural Carrier Associates, Rural Carrier Relief Employees,
and Auxiliary Rural Carriers............................................................................ 45
A. Appointment............................................................................................ 45

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Article Page
B. Probationary Period (See also Article 12.1)....................................... 46
C. Assignment to or Utilization on More Than One Regular Route....... 46
D. Unavailability of a Leave Replacement................................................ 47
E. Filling a Leave Replacement Vacancy.................................................. 47
F. Reassignment (Transfer) to Another Office.......................................... 47
G. Filling an Auxiliary Route…………………………...................................... 48
H. Relief Day on Vacant J and K Routes…………...................................... 49
I. Excess Substitute, RCA, and RCR Determination…………………………49
J. Financial Liability.................................................................................... 49
K. Non-Discrimination…………………………………....................................... 49
L. Benefits for Substitutes............................................................................ 49
M. Discipline Procedure............................................................................... 49
N. Grievance-Arbitration............................................................................. 49
O. Leave Replacement Working Evaluated Hours…................................ 49
P. Sunday Work.......................................................................................... 50
Q. Additional Duties..................................................................................... 50
31. UNION-MANAGEMENT COOPERATION…………….............................. 50
1. Union Membership Solicitation....................................................................... 50
2. Requests for Information……………………........................................................ 50
3. Information Provided by Employer……………………....................................... 50
A. Changes to Designations of Bargaining Unit Employees................... 50
B. Bargaining Unit Employees’ Information.............................................. 50
C. Route Evaluation Report......................................................................... 50
D. Route Evaluation Data Report.......................................................... 51
E. Pay Code Report.................................................................................... 51
F. DACA Code 3 and 5 Report................................................................ 51
4. Meetings…………………………………………………............................................. 51
A. National Level......................................................................................... 51
B. Area Level................................................................................................ 51
C. District Level............................................................................................. 51
D. Local Level............................................................................................... 51
32. SUBCONTRACTING……………………………………........................................ 52
1. Statement of Principle....................................................................................... 52
2. Advance Notice…………………………………………........................................... 52
3. Contract Delivery Service Renewal Cycles................................................... 52
4. Renewal of Contract Delivery Service (CDS) Routes................................... 52
5. Contract Service............................................................................................... 52
33. PROMOTIONS…………………………………………........................................... 52
34. WORK AND/OR TIME STANDARDS….................................................... 52
1. Statement of Principle..................................................................................... 52
2. Work Measurement Systems......................................................................... 52
3. Advance Notice to Union.............................................................................. 52
4. Meeting to Resolve Differences..................................................................... 52
5. Notification………………………………………………........................................... 52
6. Grievance at National Level…………………………......................................... 53
7. Arbitrator’s Award.......................................................................................... 53
8. Issue Before Arbitrator…………………………………......................................... 53
9. Actions After Arbitrator’s Award………………………...................................... 53
10. Union Right to Conduct Study....................................................................... 53
35. EMPLOYEE ASSISTANCE PROGRAM...................................................... 53

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 TABLE OF CONTENTS
Article Page
1. Statement of Principle..................................................................................... 53
2. Program Review.............................................................................................. 53
3. Employee Referrals......................................................................................... 53
36. CREDIT UNIONS AND TRAVEL................................................................ 53
1. Credit Unions……………………………………………........................................... 53
2. Travel, Subsistence, and Transportation……………....................................... 54
37. SCOPE OF AGREEMENT……………………………........................................ 54
38. SEPARABILITY AND DURATION…………………….................................... 54
1. Separability...................................................................................................... 54
2. Effective Date and Duration........................................................................... 54

MEMORANDA OF UNDERSTANDING
2. Recognition of Principles of Evaluated System............................................. 56
3. Re: Bereavement Leave.................................................................................. 57
4. Grievance Time Limits Concerning Proposed
Removals.......................................................................................................... 57
5. Supplement to Article 16.7……………………………........................................ 58
6. Relinquishment of Route Due to Job-Related Injury..................................... 59
7. Bid Rights for Employees Temporarily Unable to Perform All Duties......... 60
8. Right-Hand Drive Vehicles…………………………….......................................... 61
9. Availability of USPS Surplus Vehicles........................................................... 64
10. Appointment of Regular Carrier to RCA Upon Relocation......................... 65
11. Joint Education and Training Fund................................................................ 65
12. Part-time Flexible Rural Carrier Court Leave………………………................... 66
13. Assistant Rural Carrier………………………………….......................................... 67
14. Workplace Environment................................................................................. 67
16. Sick Leave for Dependent Care.................................................................... 68
17. Leave Sharing.................................................................................................. 69
19. Revenue Generation....................................................................................... 70
22. DPS Flats Casing............................................................................................. 70
23. Non-Career Employee Health Benefits......................................................... 71
24. Rural Delivery Task Force.......................................................................... 72
25. Joint Workplace Improvement Process......................................................... 73

ATTACHMENTS
Table Three - Rural Carrier Associate/Rural Carrier Relief
Straight-Time Hourly Wage Rates................................................................................ 75
Table Four - Rural Carrier Associate/Assistant Rural Carrier
Straight-Time Hourly Wage Rates................................................................................ 75

vii
 PREAMBLE

PREAMBLE
This Agreement (referred to as the USPS-NRLCA 2021 National Agreement) is entered into as of March 23, 2022, by and between
the United States Postal Service (hereinafter referred to as the “Employer”) and the National Rural Letter Carriers’ Association (here-
inafter referred to as the “Union”) and supersedes the provisions of the 2018 USPS-NRLCA National Agreement.

viii
 ARTICLE 1 Section 4. Definition
UNION RECOGNITION Subject to the foregoing exclusions and provisions, this
Agreement shall be applicable to all employees covered by
Section 1. Union
Section 1 above at all present and subsequently acquired
installations, facilities, and operations of the Employer,
A. Recognition
wherever located.
The Employer recognizes the Union as the exclusive
bargaining representative of all employees in the bar-
Section 5. New Positions
gaining unit for which the Union has been recognized
Each newly created position shall be assigned by the Employer
and certified at the national level.
to the national craft unit most appropriate for such position with-
in thirty (30) days after its creation. The Union shall be notified
B. Terms
promptly regarding assignments made under this provision.
The applicable provisions of Article 30 and the appli-
Section 6. Performance of Bargaining Unit
cable provisions of other Articles in which they are
Work
specifically named contain the exclusive terms and
conditions of employment for part-time flexible rural
A. More than 100 Bargaining Unit Employees
carriers, substitutes, rural carrier associates, rural carrier
relief employees, and auxiliary rural carriers.
Supervisors are prohibited from performing bargaining
unit work at post offices with 100 or more bargaining unit
Section 2. Exclusion employees, except:
The employee group set forth in Section 1 above does not
1. In an emergency;
include, and this Agreement does not apply to:
2. For the purpose of training or instruction of employees;
3. To assure the proper operation of equipment;
a. Managerial and supervisory personnel;
4. To protect the safety of employees; or
5. To protect the property of the U.S. Postal Service.
b. Professional employees;
B. Less than 100 Bargaining Unit Employees
c. Employees engaged in personnel work in other
than a purely non-confidential clerical capacity;
In offices with less than 100 bargaining unit employees,
supervisors are prohibited from performing bargaining unit
d. Security guards as defined in Public Law 91-375,
work, except as enumerated in Section 6.A.1. through 5.
1201 (2); above or when the duties are included in the supervisor’s
position description.
e. All Postal Inspection Service employees; and

f. All other bargaining unit craft employees.

Section 3. Facility Exclusions
This Agreement does not apply to employees who work
in other Employer facilities which are not engaged in cus-
tomer services and mail processing, previously understood
and expressed by the parties to mean mail processing
and delivery, including but not limited to Headquarters,
Area Offices, Information Service Centers, William F. Bolger
Center for Leadership Development, Technical Training
Center, Field Centers, Material Distribution Centers, Mail
Equipment Shops, and Mail Transport Equipment Centers/
Repair Centers.
ARTICLE 2
NON-DISCRIMINATION
AND CIVIL RIGHTS
Section 1. Statement of Principle
The Employer and the Union agree that there shall be no dis-
crimination by the Employer or the Union against employees
because of race, color, creed, religion, national origin, sex, age,
or marital status. In addition, consistent with the other provisions of
this Agreement, there shall be no unlawful discrimination against
disabled employees, as prohibited by the Rehabilitation Act.

1
Article 2.2
Section 2. Discrimination Grievances
Grievances arising under this Article may be filed at Step 2 of
the grievance procedure unless filed directly at the national
level, in which case, the provisions of this Agreement for
initiating grievances at that level shall apply.
ARTICLE 3
MANAGEMENT RIGHTS
The Employer shall have the exclusive right, subject to the
provisions of this Agreement and consistent with applica-
ble laws and regulations:
a. To direct employees of the Employer in the perfor-
mance of official duties;
b. To hire, promote, transfer, assign, and retain employ-
ees in positions within the Postal Service and to sus-
pend, demote, discharge, or take other disciplinary
action against such employees;
c. To maintain the efficiency of the operations entrust-
ed to it;
d. To determine the methods, means, and personnel
by which such operations are to be conducted;
e. To prescribe a uniform dress to be worn by letter
carriers and other designated employees; and
f. To take whatever actions may be necessary to carry out
its mission in emergency situations; i.e., an unforeseen
circumstance or a combination of circumstances
which calls for immediate action in a situation which
is not expected to be of a recurring nature.
ARTICLE 4
TECHNOLOGICAL AND
MECHANIZATION CHANGES
Section 1. Statement of Principle
Both parties recognize the need for improvement of mail
service.
Section 2. Advance Notice
The Union will be informed as far in advance of implementa-
tion as practicable of technological or mechanization changes
which affect jobs including new or changed jobs in the area of
wages, hours, or working conditions. When major new mech-
2
anization or equipment is to be purchased and installed, the
Union at the national level will be informed as far in advance as
practicable, but no less than 90 days in advance.
Section 3. Resolution of Differences
Upon receiving notice of the changes, an attempt shall be
made at the national level to resolve any questions as to the
impact of the proposed change upon affected employees,
and if such questions are not resolved within a reasonable
time after such change or changes are operational, the
unresolved questions may be submitted by the Union to
arbitration under the grievance-arbitration procedure. Any
arbitration arising under this Article will be given priority in
scheduling.
Section 4. New Jobs
Any new job or jobs created in the rural carrier craft by
technological or mechanization changes shall be offered
to present regular rural carrier employees capable of being
trained to perform the new or changed job, and the
Employer will provide such training. During training, the
employee will be paid based on hours actually worked at
the equivalent of a 40-hour evaluated route, attained step.
It is understood that the training herein referred to is on the
job and not to exceed sixty (60) days. Certain specialized
technical jobs may require additional and off-site training.
The obligation herein above set forth shall not be con-
strued to, in any way, abridge the right of the Employer to
make such changes.
ARTICLE 5
PROHIBITION OF UNILATERAL ACTION
The Employer will not take any actions affecting wages,
hours and other terms and conditions of employment as
defined in Section 8(d) of the National Labor Relations Act
which violate the terms of this Agreement or are otherwise
inconsistent with its obligations under law.
ARTICLE 6
NO LAYOFFS OR REDUCTION
IN FORCE
It is agreed by the Employer that no employees employed
in the career work force will be laid off on an involuntary
basis during this Agreement.

ARTICLE 7
EMPLOYEE CLASSIFICATIONS
Section 1. Career Employees
A. Regular Carriers (Designation Code 71)
For administrative and reporting purposes, regular
rural carriers who serve on an established rural route
on the basis of triweekly, five (5), five-and-a-half (5 1/2),
or six (6) days in a service week, are considered to be
full-time employees.
B. Part-time Flexible Rural Carriers (Designation Code 76)
Part-time flexible rural carriers are those substitutes or
rural carrier associates appointed following an assign-
ment posting. These employees provide service on reg-
ular and auxiliary routes as directed by management.
Section 2. Substitute Rural Carriers, Rural
Carrier Associates, Rural HOURS OF WORK
Carrier Reliefs, and Assistant Rural
Carriers
The following employees provide service on estab-
lished regular and auxiliary rural routes in the absence
of regular or auxiliary rural carriers. This service may be
as leave replacement and/or covering vacant regular
routes pending the selection of regular rural carriers,
as an auxiliary assistant, or as an auxiliary route carrier:
A. Substitute Rural Carriers (Designation Code 73)
Substitute rural carriers are those employees hired prior to
July 21, 1981, with an appointment without time limitation.
B. Rural Carrier Associates (RCAs) (Designation
Code 78)
Rural carrier associates are those employees selected from
a hiring list or reassigned from rural carrier relief or auxilia-
ry carrier positions, on or after April 11, 1987, without time
limitation.
C. Rural Carrier Associates (RCAs) (Designation
Code 74)
Rural carrier associates appointed via Form 50 to serve
full time on a vacant route or in the absence of the reg-
ular carrier for more than 90 calendar days.
3
Article 8.3.A.2
D. Rural Carrier Associates (RCAs) (Designation
Code 79)
Rural carrier associates appointed via Form 50 after being
assigned to an auxiliary route for more than 90 calendar
days.
E. Rural Carrier Reliefs (RCRs) (Designation Code 75)
Rural carrier reliefs are those employees hired between
July 21, 1981, and November 12, 1986, without time
limitation.
F. Assistant Rural Carriers (ARCs) (Designation Code
70-5)
Assistant rural carriers are those employees selected from a
hiring list, without time limitation.
ARTICLE 8
Section 1. Work Week
The basic work week for regular rural carrier employees
shall be six (6) days, except as relief days are provided for
certain carriers and for carriers serving triweekly routes.
Regular rural carriers may not work on Sunday.
Section 2. Work Schedules
Daily schedules shall be established to coincide with the
daily evaluation of the route and adjusted periodically as
required. The carrier’s work day may vary above or below
the daily evaluation of the route as mail volume fluctuates
and road and weather conditions change.
Section 3. Hourly Basis
When a rural carrier is being compensated on an hourly basis,
the hourly rate is computed as follows:
A. Straight Time Rate
1. Regular rural carriers — The annual salary for a 40-hour
evaluated route (Table One) divided by 2,080, for
substitute rural carriers and those carriers appointed as
rural carrier associates prior to November 21, 2010.
2. Regular rural carriers – The annual salary for a
40-hour evaluated route (Table Two) divided by
2,080, for those carriers appointed as rural carrier
associates on or after November 21, 2010.
Article 8.3.A.3
3. Part-time flexible rural carriers appointed as rural carri-
er associates prior to November 21, 2010, substitute
rural carriers — The annual salary for a 40-hour eval-
uated route (Table One) divided by 1,992.
4. Part-time flexible rural carriers appointed as rural car-
rier associates on or after November 21, 2010 – The
annual salary for a 40-hour evaluated route (Table
Two) divided by 1,992.
5. Rural carrier associates and rural carrier relief employ-
ees on the rolls prior to August 24, 1991— See RCA/
RCR Schedules (Table Three) on page 75.
6. Rural carrier associates hired from August 24, 1991
through August 10, 2012 — See RCA/RCR Schedules
(Table Three) on page 75.
7. Rural carrier associates hired on or after August 11,
2012 – See RCA/ARC Wage Rates (Table Four) on page
75.
B. Overtime Rate
When a rural carrier craft employee is being compen-
sated on an hourly basis, overtime pay is to be paid
at the rate of 150% of the basic hourly straight time
rate for regular carriers except in those instances when
FLSA overtime is applicable.
Section 4. Guarantees
Any employee scheduled to work and who does report for
work shall be guaranteed two (2) hours work or pay.
Section 5. Relief Day Worked
A. The relief day work list at each delivery unit shall be
established twice during each guarantee period. The
relief day work list will be posted for a two-week peri-
od. Each time the new relief day work list is established
it shall supersede the previous list. All regular carriers,
regardless of route classification, desiring to work their
relief days shall place their names on the relief day
work list.
The first opportunity to sign the relief day work list will
be three weeks prior to the beginning of the new guar-
antee period and will be effective at the beginning of
the new guarantee period. The second opportunity to
sign the relief day work list will be three weeks prior to
the beginning of the first full pay period in May and will
be effective the first full pay period in May.
When a regular rural carrier is needed to work a relief
day, due to the unavailability of a leave replacement,
4
the Employer will:
1. Select carriers on the list, in order of seniority on a
rotating basis, to work on the relief day.
2. If the need still exists, the Employer will accept vol-
unteers from regular carriers not on the list before
requiring regular carriers not on the list to work the
relief day. Such requirement will be by juniority.
3. A regular rural carrier will not be required to work if
the carrier has at least one day of annual leave (includ-
ing an approved X day) or sick leave adjacent to the
relief day.
B. On the day the regular carrier works the relief day, the
assigned leave replacement may be required to work
any route in the delivery unit consistent with the pro-
visions of this Agreement. Administrative errors in the
assignment of work to regular carriers on relief days
will not result in monetary remedies.
C. The Employer is not required to work any regular carrier on
a relief day if the assigned primary leave replacement
is in the first two pay periods of assignment in the
office or it would cause the carrier to exceed the hours of
the annual guarantee or fifty-six (56) actual hours within
one (1) week.
Section 6. Wash-up Time
Additional wash-up time for those rural carriers who perform
dirty work or work with toxic materials on a daily or weekly
basis may be recorded as miscellaneous time during the
mini mail survey, provided the carrier is subject to allergic
reaction from such dirty work or toxic materials. The amount
of wash-up time granted each employee shall be subject to the
grievance procedure.
Section 7. Changes in Number of Delivery Days
If, pursuant to present or future law, changes are made in the
number of delivery days, the effects of the change on employ-
ees will be negotiated by the parties and all provisions of this
Agreement inconsistent with the change will be amended to
conform with the change.
The Employer shall notify the Union at least ninety (90) days
prior to implementation of the contemplated changes in the num-
ber of delivery days. If, within ninety (90) days after such notice
the parties are unable to agree on the treatment to be given to
employees whose wages, hours, and working conditions will
be changed, the Union shall be entitled to refer the matter to
arbitration within ten (10) days. The arbitrator shall determine

whether the Employer’s proposed treatment of such employees
is fair, reasonable, and equitable.
The above is not applicable to changes such as those result-
ing from route evaluations, etc., which are made under the
present practice in the Postal Service.
ARTICLE 9
COMPENSATION, SALARIES,
AND WAGES
Section 1. Salaries and Wages
A. Basic Annual Salary
The basic annual salary schedule (Tables One and Two) in
effect on May 20, 2021, with proportional application to hourly
rate employees, for those employees covered under the terms
and conditions of this Agreement, shall be increased as follows:
1. Effective November 20, 2021
The basic annual salary for each step shall be
increased by an amount equal to 1.3% of the appro-
priate February 27, 2021, salary schedule.
2. Effective November 19, 2022
The basic annual salary for each step shall be
increased by an amount equal to 1.3% of the appro-
priate February 27, 2021, salary schedule.
3. Effective November 18, 2023
The basic annual salary for each step shall be
increased by an amount equal to 1.3% of the appro-
priate February 27, 2021, salary schedule.
(See Tables Three and Four on page 75.)
B. New Regular Carrier Appointees
All new regular carriers will be appointed at Step 1 of
Table Two with the following exceptions:
1. Substitute rural carriers will be appointed to reg-
ular carrier status at Step 8 or their existing step,
whichever is lower, provided, however, that sub-
stitutes serving in excess of ninety (90) days on a
vacant route at the time of appointment will main-
tain their existing step.
2. Rural carrier associates and rural carrier relief
5
Article 9.1.D
employees on the rolls before August 7, 1991, and
continuously thereafter will be appointed at Step C
(Table One).
3. Rural carrier associates who were hired between
August 7, 1991, and November 20, 2010, and
served continuously thereafter, will be appointed
at Step A (Table One).
4. Career employees of the Postal Service on the rolls
before August 7, 1991, and continuously thereafter
will be appointed at Step C (Table One).
5. Part-time flexible rural carriers will be appointed to
regular carrier status at their attained step.
C. Part-time Flexible Rural Carrier Appointees
Substitute rural carriers who are appointed to part-time
flexible rural carriers under Article 30.2.A.3. will begin a
career appointment at Step 8 or their existing step (Table
One), whichever is lower, provided, however, that substi-
tutes serving in excess of ninety (90) days on a vacant route
at the time of appointment will maintain their existing step.
Rural carrier associates on the rolls before August 7, 1991,
who are appointed to part-time flexible rural carriers under
Article 30.2.A.3. will begin a career appointment at Step
C (Table One). Rural carrier associates who were hired
between August 7, 1991, and November 20, 2010,
and served continuously thereafter, who are appointed to
part-time flexible rural carriers under Article 30.2.A.3., will
begin a career appointment at Step A (Table One). Rural
carrier associates hired on or after November 21, 2010,
who are appointed to part-time flexible rural carriers under
Article 30.2.A.3., will begin a career appointment at Step
1 (Table Two).
D. Granting Step Increases
1. For regular, part-time flexible, and substitute rural carri-
ers in Step A through 11 of Table One, the step progression
shall be as follows:
— From Step A to Step B after 96 weeks.
— From Step B to Step C after 96 weeks.
— From Step C to Step 1 after 44 weeks.
— From Step 1 to Step 2 after 44 weeks.
— From Step 2 to Step 3 after 44 weeks.
Article 9.1.D
— From Step 3 to Step 4 after 44 weeks.
— From Step 4 to Step 5 after 44 weeks.
— From Step 5 to Step 6 after 44 weeks.
— From Step 6 to Step 7 after 44 weeks.
— From Step 7 to Step 8 after 34 weeks.
— From Step 8 to Step 9 after 34 weeks.
— From Step 9 to Step 10 after 26 weeks.
— From Step 10 to Step 11 after 26 weeks.
— From Step 11 to Step 12 after 24 weeks.
2. The step progression for career rural carriers in Steps 1
through 15 of Table Two shall be 52 weeks for each step.
E. Cost-of-Living Adjustment
1. Definitions
a. “Consumer Price Index” refers to the “National
Consumer Price Index for Urban Wage Earners
and Clerical Workers“, published by the Bureau
of Labor Statistics, United States Department of
Labor (1967=100), and referred to herein as the
“Index.”
b. “Consumer Price Index Base” refers to the
Consumer Price Index for the month of January
2021 and is referred to herein as the “Base
Index.”
2. Each eligible employee covered by this Agreement
shall receive cost-of-living adjustments, upward, in
accordance with the formula in E.3. below, effective
on the following dates:
— The second full pay period after the release of the July
2021 Index.
— The second full pay period after the release of the
January 2022 Index.
— The second full pay period after the release of the July
2022 Index.
— The second full pay period after the release of the
January 2023 Index.
— The second full pay period after the release of the July
2023 Index.
— The second full pay period after the release of the
January 2024 Index.
6
3. Method of Determination
a. The basic salary schedules provided for in Table
One and Step 15 of Table Two of this Agreement
shall be increased 1 cent per hour for each
full 0.4 of a point increase in the applicable
Index above the Base Index. For example, if the
increase in the Index from January 2021 to July
2021 is 1.2 points, all pay scales for rural carrier
employees in Table One and Step 15 of Table
Two of this Agreement will be increased by 3
cents per hour multiplied by 2,080 to determine
the annual base rate, with proportional applica-
tion to the evaluated base rates. In no event will
a decline in the Index below the Base Index result
in a decrease in the pay scale provided for in this
Agreement.
b. Steps 1 through 14 in the basic salary schedules
provided for in Table Two of the Agreement shall
receive COLAs calculated using the formula in
paragraph 3.a. adjusted proportionally to each
step’s percentage of Step 15.
4. Nonavailability of Monthly Index
In the event the appropriate Index is not published on
or before the beginning of the effective payroll period,
any adjustment required will be made effective at the
beginning of the second payroll period after publica-
tion of the appropriate Index.
5. No Further Adjustments
No adjustment, retroactive or otherwise, shall be made
due to any revision which may later be made in the
published figures for the Index for any month men-
tioned in Section 1.E.2.
6. If during the life of this Agreement, the BLS ceases to
make available the CPI-W (1967=100), the parties
agree to use the CPI-W (1982-84=100) at such
time as BLS ceases to make available the CPI-W
(1967=100). At the time of change to the CPI-W
(1982-84=100), the cost-of-living formula in Section
1.E.3. will be recalculated to provide the same cost-of-
living adjustment that would have been granted under
the formula using the CPI-W (1967=100).
F. Application of Salary Rates
The Employer shall continue the current application of
salary rates for the duration of this Agreement.

G. Protected Salary Rates
The Employer shall continue the current salary rate
protection program for the duration of this Agreement.
H. Rural Carrier Associates and Assistant Rural the guarantee set forth at the beginning of the
Carriers
RCAs hired from August 24, 1991, through August 10,
2012, will be paid the basic hourly rate in Table Three.
RCAs hired on or after August 11, 2012, and assistant rural
carriers will be paid the basic hourly rate in Table Four.
The hourly rate shall be adjusted by the general increases
provided for in Article 9.1.A. In addition, RCAs and ARCs
in Tables Three and Four will receive the following wage
adjustments:
1. Effective November 20, 2021, the hourly rate (Tables
Three and Four) shall be increased by 1.0%.
2. Effective November 19, 2022, the hourly rate (Tables
Three and Four) shall be increased by 1.0%.
3. Effective November 18, 2023, the hourly rate (Tables
Three and Four) shall be increased by 1.0%.
4. All percentage increases are applied to the Tables
Three and Four wage rates in place on May 20,
2021.
Section 2. Compensation, Allowance, and Fees
A. Compensation Pursuant to the Fair Labor Standards
Act (FLSA)
1. FLSA Section 7(b)(2)
It is desired by the parties that certain rural letter carri-
ers shall be employed on an annual basis at a guaran-
teed annual wage and that such rural carriers shall not
be required to actually work more than 2,240 hours
during the guarantee period of fifty-two (52) consec-
utive weeks as specified below, pursuant to Section
7(b)(2) of the Fair Labor Standards Act, as amended.
Therefore, the parties agree as follows:
a. Regular rural carriers receiving evaluated com-
pensation assigned to routes having the number
of evaluated hours of required service per week
shall be guaranteed an annual wage equal to the
corresponding amount for their attained step, for
2,080 hours of actual work during the guarantee
period of fifty-two (52) consecutive weeks as set
forth in paragraph h. below.
b. Consistent with past pay practices, evaluated
carriers assigned to routes having evaluated
hours in excess of forty (40) per week shall
receive compensation for such hours in addition
7
Article 9.2.A.1.f
to their guaranteed annual wage. However, the
Employer may, at any time, reduce or increase
such carrier’s total compensation by adjusting the
number of evaluated hours of their routes down-
ward or upward, but not to a salary level below
guarantee period. Therefore, compensation paid
to evaluated rural carriers in excess of the amount
of compensation annually guaranteed for 2,080
hours of actual work shall not be considered guar-
anteed annual wages.
c. The Employer may, at any time, increase the total
compensation paid evaluated carriers assigned
to routes having evaluated hours of forty (40) per
week or less by adjusting the number of evaluated
hours of their routes upward. However, compen-
sation paid to such evaluated carriers in excess of
the amount of compensation annually guaranteed
for 2,080 hours of actual work shall not be con-
sidered guaranteed annual wages.
d. Regular rural carriers receiving non-evaluated
compensation assigned to routes having a
number of paid miles shall be guaranteed an
annual wage not less than the corresponding
amount for their attained step for 2,080 hours
of actual work during the fifty-two (52) con-
secutive week period as set forth in paragraph
h. below.
e. Consistent with past pay practices, non-evaluated
carriers assigned to routes having forty-three (43)
or more paid miles shall receive compensation for
such paid miles in addition to their guaranteed
annual wage. However, the Employer may, at
any time, reduce or increase such carriers’ total
compensation by adjusting the number of paid
miles of their routes downward or upward, but not
to a salary level below the guarantee set forth at
the beginning of the guarantee period. Therefore,
compensation paid to non-evaluated carriers in
excess of the amount of compensation annually
guaranteed for 2,080 hours of actual work shall
not be considered guaranteed annual wages.
f. The Employer may, at any time, increase the
total compensation paid non-evaluated carriers
assigned to routes having forty-two (42) or less
paid miles per week by adjusting the number of
paid miles of their routes upward. However, com-
pensation paid to such non-evaluated carriers in
excess of the amount guaranteed for 2,080 hours
of actual work shall not be considered guaran-
Article 9.2.A.1.f
teed annual wages.
g. The hourly rate for all regular rural carriers
compensated pursuant to FLSA Section 7(b)(2)
shall be the amount agreed upon.
h. For all regular rural carriers compensated pur-
suant to FLSA Section 7(b)(2), the fifty-two (52)
consecutive week guarantee periods shall be
consecutive beginning and ending with pay
periods.
i. Any regular rural carrier compensated pursuant
to FLSA Section 7(b)(2) shall receive overtime
compensation as set forth in paragraph k. below,
for hours actually worked in excess of twelve (12)
hours in any one work day or in excess of fifty-six
(56) hours in any work week. All hours paid in
accordance with Articles 9.2.C.5.f.(3) shall not be
included in hours worked over fifty-six (56) in any
work week.
j. In the event any regular rural carrier compensat-
ed pursuant to FLSA Section 7(b)(2) is required to
actually work more than 2,080 hours within the
fifty-two (52) consecutive week guarantee period,
such carrier shall receive overtime compensation
as set forth in paragraph k. below, for all hours
actually worked in excess of 2,080, up to 2,240,
within the guarantee period. All hours paid in
accordance with Articles 9.2.C.5.f.(3), 9.2.C.5.k.
and l. shall not be included in hours worked in
excess of 2,080 up to 2,240 in the guarantee
period.
k. Overtime compensation for regular rural carriers
compensated pursuant to FLSA Section 7(b)(2)
shall be paid at the rate of 150 percent of the
carrier’s regular rate. The regular rate for such
carriers shall be the total amount of compen-
sation earned for hours actually worked since
commencement of the guarantee period, exclud-
ing previous overtime pay, divided by the total
number of hours the carrier has actually worked
since commencement of the guarantee period,
excluding previous overtime hours.
l. For a regular rural carrier compensated under
FLSA Section 7(b)(2), Christmas overtime com-
pensation, if appropriate, shall be paid in the reg-
ular check following the pay period worked. Any
Christmas overtime hours paid at the FLSA over-
time rate shall not be included in hours worked
in excess of 2,080 up to 2,240, in the guarantee
period.
8
m. No regular rural carrier compensated pursuant
to FLSA Section 7(b)(2) may actually work in
excess of 2,240 hours within the fifty-two (52)
consecutive week guarantee period. In the event
any such carrier actually works more than 2,240
hours within the guarantee period, the Agreement
under FLSA Section 7(b)(2) will be considered
void, and such carrier shall be compensated for
all hours actually worked during the guarantee
period in accordance with FLSA Section 7(a).
n. Hours of absence from duty are not to be
counted in determining the number of hours
actually worked by a regular rural carrier com-
pensated pursuant to FLSA Section 7(b)(2).
o. An employee appointed as a regular rural carrier
during the guarantee period, as set forth in para-
graph h., except on routes of less than thirty-five
(35) evaluated hours, shall be compensated on
the evaluated schedule under Section 7(b)(2) of
the Fair Labor Standards Act, provided the carrier
agrees, in writing at the time of appointment,
to terminate the guarantee agreement on the
last day of the pay period as defined in Article
9.2.A.1.h. Such an agreement by any rural carrier
is irrevocable. Such an employee shall be com-
pensated in accordance with FLSA Section 7(b)
(2) beginning the first day of the next fifty-two (52)
consecutive week guarantee period.
A carrier who does not agree to terminate the
guarantee, as described above, shall be com-
pensated at the rate in accordance with Article
8.3., in the attained step and overtime for work
performed only after eight (8) hours on duty in
any one service day or forty (40) hours in any
one service week, pursuant to Section 7(a) of the
Fair Labor Standards Act, until the beginning of
the next guarantee period at which time the car-
rier shall be compensated under the provisions of
Section 7(b)(2) of the Fair Labor Standards Act in
accordance with Article 9.2.A.
p. When a rural letter carrier compensated pursuant
to FLSA Section 7(b)(2) resigns, retires, is properly
discharged, or is properly terminated for other
suitable reasons during the guarantee period, this
section terminates as to that carrier, and there is
no further obligation under this section on the part
of the Employer, provided the section has been
complied with up to that time.
q. Where a rural carrier compensated pursuant to

FLSA Section 7(b)(2) is properly placed in a non-
pay status, such carrier shall not be compensated
for such time, and the compensation which would
otherwise have been paid will be deducted from
the Employer’s guarantee obligation under FLSA
Section 7(b)(2).
r. A regular rural carrier compensated pursuant
to FLSA Section 7(b)(2) who is transferred or
reassigned, either voluntarily or involuntarily, to
another position within or without the rural letter
carrier bargaining unit during the fifty-two (52)
consecutive week guarantee period shall not
receive less compensation for the balance of the
guarantee period than the carrier is guaranteed
under this section.
s. Compensation provided pursuant to temporary
deviations or seasonal route adjustments will not
at any time be considered part of a rural carrier’s
salary guarantee.
t. When permanent or longstanding route con-
ditions, beyond the control of the rural carrier,
cause, or are expected to cause, the rural carrier
to exceed the evaluated hours of the route and to
exceed the hours of the annual guarantee for the
route, the Employer shall provide suitable relief
or shall provide appropriate compensation for
the actual hours worked in excess of the annual
guarantee. Under such conditions, rural carriers
shall not be expected to use leave in addition to
that normally required to meet the route evalua-
tion or guarantee requirements specified in the
agreement.
u. In the event the provisions of this section conflict
with any Postal Service regulation, manual, or
handbook, the provisions of this section will be
deemed controlling.
2. FLSA Section 7(a)
The following employees shall be compensated in
accordance with FLSA Section 7(a):
a. Evaluated carriers assigned to routes having less
than thirty-five (35) hours of required service per
week.
b. Regular rural carriers receiving non-evaluated
compensation assigned to routes having less than
thirty-one (31) paid miles.
9
Article 9.2.C.1
c. Part-time flexible rural carriers.
d. Substitute rural carriers.
e. Rural carrier associates.
f. Rural carrier relief employees.
g. Assistant rural carriers.
h. Employees appointed as regular rural carriers
during the guarantee period not covered by
Section 7(b)(2) of the Fair Labor Standards Act.
In the event the provisions of this section conflict with any
Postal Service regulation, manual, or handbook, the provi-
sions of this section shall be deemed controlling.
B. Rural Carrier Schedule
1. The Rural Carrier Schedule is the basis for non-evalu-
ated rural carrier compensation. Increases negotiated
as a result of collective bargaining shall be applied in
accordance with past policies and procedures.
2. Regular rural carriers assigned to RCS routes in excess
of thirty (30) miles shall be compensated on the basis
of the Rural Carrier Schedule and in accordance with
Article 9.2.A, pursuant to Section 7(b)(2) of the Fair
Labor Standards Act.
3. Regular rural carriers assigned to RCS routes of thirty
(30) miles or less shall be compensated on the basis of
the Rural Carrier Schedule. In addition, compensation
for hours of required service in excess of forty (40)
actual work hours during a week shall be at the over-
time rate in accordance with Section 7(a) of the Fair
Labor Standards Act.
4. Temporary Route Deviations. A temporary change
in salary shall be authorized when route deviations
continue for more than thirty (30) calendar days. All
salary changes will become effective at the beginning
of the first pay period following completion of the first
thirty (30) days of the detour and at the beginning of
the first pay period after the deviation is terminated.
C. Evaluated Compensation
1. Definition
Evaluated compensation is additional compensation
above that provided in the Rural Carrier Schedule. The
Evaluated Schedule shall show the annual compensa-
tion for evaluated hours of required service per week,
Article 9.2.C.1
up to and including forty-eight (48) hours, based on
the compensation for a 42-mile route established by
the Rural Carrier Schedule as a compensation of an
evaluated 40-hour week. Compensation for required
evaluated service in excess of forty (40) hours per
week shall be valued at 1 1/2 the hourly rate of the
40-hour per week rate to determine annual compen-
sation on routes where the required evaluated service
exceeds forty (40) hours, but does not exceed for-
ty-eight (48) hours per week.
2. Evaluated Compensation
Evaluated compensation will be authorized on
the basis of evaluated time, as determined by the
office and route time standards, after subtracting
any relief time and in accordance with the follow-
ing:
a. Regular rural carriers assigned to evaluated
routes evaluating to thirty-five (35) hours or
more shall be compensated on the basis of the
Evaluated Schedule and in accordance with
Article 9.2.A, pursuant to Section 7(b)(2) of the
Fair Labor Standards Act.
b. Regular rural carriers assigned to evaluated routes
evaluating to less than thirty-five (35) hours shall
be compensated on the basis of the Evaluated
Schedule. In addition, compensation for hours
of required service in excess of forty (40) actual
work hours during a service week shall be at the
overtime rate in accordance with Section 7(a) of
the Fair Labor Standards Act.
3. Rural Route Evaluated Compensation System
a. The official evaluation of a route will be deter-
mined on a semi-annual basis by apply-
ing the appropriate standards pursuant to
the Rural Route Evaluated Compensation
System.
b. Whenever a carrier represents that certain unusu-
al conditions or special services were not reflect-
ed in the latest evaluation, the evaluated time
may be adjusted by an appropriate allowance
as determined by the Employer. Such additional
allowance may be authorized only when the
carrier’s actual work time exceeds the current
evaluated time for the route.
4. Centralized Delivery
Centralized delivery, for the purpose of establishing a
10
rural time allowance, is defined as any mail-receiving
unit where the carrier has access to more than one
individual customer’s receptacle by opening only one
door, such as Cluster Box Units, Apartment Receptacles,
Delivery Centers, Postal Centers, Mailrooms, etc.
5. Relief Days
a. Assistance in the form of relief days on evaluated
routes, except during the Christmas period, will
be provided when the evaluated time exceeds
forty-six (46) hours per week or as necessary to
keep the total actual work hours under 2,080
during the guarantee period. When such relief is
provided, the rural carrier’s compensation will be
on the basis of the remaining hours of required
evaluated service per week.
b. In offices where the Employer determines it is
necessary to change the relief day of one or
more regular routes due to a shortage of leave
replacements, regular rural carriers working
their relief day on more than an infrequent
basis, and the office having documentation of
hiring efforts consisting of a minimum of four
(4) hiring lists within the last six (6) months;
the following formula will be utilized. The mini-
mum number of routes on which a Saturday relief
day must be authorized will be calculated using
the total number of leave replacements assigned
and working in the office minus the number of aux-
iliary routes divided by the total number of regular
routes authorized a relief day. Then, subtract .10
and the result is then multiplied by the total num-
ber of routes authorized a relief day and rounded
down to the next whole number. This figure is the
minimum number of routes on which management
must authorize a Saturday relief day. Subtract
this figure from the total number of regular routes
authorized a relief day. This final figure is the
maximum number of K routes that management
may require a non-Saturday relief day.
c. Non-Saturday relief days are Monday, Tuesday,
Wednesday, Thursday, and Friday, which
includes Friday/Saturday rotating. The Employer
will not require a single non-Saturday relief day
to be assigned to more routes than a Saturday
relief day. While the Employer determines which
non-Saturday relief days benefit the office, the
non-Saturday relief days should be spread evenly
throughout the week. A Friday/Saturday rotating
relief day or any pair of Friday/Saturday rotating
relief days equates to one Friday relief day. When
a Friday relief day is offered, the carrier may elect

a Friday/Saturday rotating relief day.
d. The following actions will occur in the order pre-
sented until the required number of K routes with
relief days other than Saturday is reached:
(1) Any regular rural carrier assigned to a K
route with a Saturday relief day may elect to
permanently change the relief day to anoth-
er day (including Friday/Saturday rotating),
provided the new relief day will assist in
reaching the required number of routes with
relief days other than Saturday. Any rural
carrier that selects Tuesday, Wednesday, or
Thursday as the relief day will be given the
incentive of allowing the route’s evaluation
to increase to 53:00 to 55:00 standard
hours through normal growth and maintain
such evaluation for the duration the rural car-
rier is assigned that route and that relief day.
The Employer will adjust these routes down
to 53:00 to 55:00 standard hours when
adjustments are necessary. However, adjust-
ments may be made below 53:00 to 55:00
standard hours consistent with contractual
provisions and applicable regulations. Bids
for posted routes with Tuesday, Wednesday,
or Thursday relief days and residual vacan-
cies with Tuesday, Wednesday, or Thursday
relief days awarded to part-time flexible rural
carriers, substitutes, or rural carrier associ-
ates, will not result in the above incentive.
(2) If the required number of K routes with relief
days other than Saturday has not been
reached, the Employer may assign a relief
day other than Saturday to those K routes
with a Saturday relief day, based on juniority
in the office. Should the new relief day be
Tuesday, Wednesday, or Thursday the provi-
sions in (1) are not applicable.
e. A recalculation of the formula occurs when one
of the following has changed in an office: the
number of regular routes that are authorized relief
days, the number of auxiliary routes, or the num-
ber of available leave replacements. Following
a recalculation, the Employer may reassign the
non-Saturday relief day. Such reassignment will
be offered to rural carriers by seniority. If addi-
tional Saturday relief days are available, the
Employer may then mandate the reassignment of
the relief day by juniority. Any incentive provided
for the relief day will cease upon such reassign-
11
Article 9.2.C.5.j(2)
ment.
f. Except as provided in item j., regular rural carriers
on the relief day work list who work the relief day
will select one of the following options:
(1) An X day (a day for working a prior relief
day) to be immediately scheduled by mutu-
al agreement between the carrier and the
Employer. The scheduled X day must be with-
in the next twelve (12) weeks. PS Form 3971
will be completed for the mutually agreed X
day and the scheduled X day will be given
the same consideration as approved annual
leave.
(2) Compensation at 50% of the carrier’s daily
rate of pay, in addition to receiving an X
day within twelve (12) weeks as sched-
uled by the Employer.
(3) Compensation at 150% of the carrier’s
daily rate of pay. The carrier will not
receive an X day.
g. Except as provided in item j. below, regular
rural carriers not on the relief day work list who
are required to work the relief day will receive
compensation at 50% of the carrier’s daily rate
of pay, in addition to receiving an X day within
twelve (12) weeks as scheduled by the Employer.
h. If a regular rural carrier works the relief day and
fails to complete the entire route, the carrier will
be compensated 150% of the carrier’s hourly rate
of pay for the actual number of hours worked.
i. The Employer will not allow a regular rural carrier
to work a relief day in accordance with their per-
sonal wishes when a qualified leave replacement
is available in the delivery unit.
j. Without recourse to Article 8.5, the Employer may
allow a regular rural carrier to work on his or her
relief day in order to grant the leave replacement
scheduled to serve the regular’s route, the day off,
provided:
(1) The leave replacement has submitted a writ-
ten request to be non-scheduled or to have
leave on the regular’s relief day;
(2) The regular rural carrier has signed the
request, thereby indicating agreement; and
Article 9.2.C.5.j(3)

41:30 to 42:29 42 Hours

(3) The regular rural carrier and the Employer 42:30 to 43:29 43 Hours
have agreed that compensation for work- 43:30 to 44:29 44 Hours
ing the relief day will only be an X day 44:30 to 45:29 45 Hours
to be immediately scheduled by mutual 45:30 to 46:29 46 Hours
agreement.
J Routes (Relief Day Every Other Week)
The scheduled X day must be within the next 44:11 to 45:15 41 Hours
twelve (12) weeks. PS Form 3971 will be com- 45:16 to 46:21 42 Hours
pleted for the mutually agreed X day and the 46:22 to 47:27 43 Hours
scheduled X day will be given the same consid- 47:28 to 48:32 44 Hours
eration as approved annual leave. A part-time 48:33 to 49:37 45 Hours
flexible rural carrier is not entitled to the route’s 49:38 to 50:43 46 Hours
evaluated hours for any day the Employer has
granted his or her request to be non-scheduled. K Routes (Relief Day Each Week)
47:24 to 48:35 40 Hours
k. During the period that starts with the beginning of 48:36 to 49:47 41 Hours
the guarantee period through the end of the des- 49:48 to 50:59 42 Hours
ignated Christmas period, a regular rural carrier 51:00 to 52:11 43 Hours
who works the relief day and is entitled to an X 52:12 to 53:23 44 Hours
day must be given the X day as scheduled by the 53:24 to 54:35 45 Hours
Employer within the same pay period in which 54:36 to 55:47 46 Hours
the relief day was worked. Regular rural carriers 55:48 to 56:59 47 Hours*
shall be prohibited from scheduling a previously 57:00 to 57:36 48 Hours*
earned X day from the beginning of the guar- _________________
antee period through the end of the designated *Normally, these categories should only be used as interim classi-
Christmas period. If the X day is not received fications pending route adjustments.
within the same pay period, the Employer will
compensate the regular rural carrier 100% of the
carrier’s daily rate of pay in lieu of the X day. b. TABLE OF EVALUATED HOURS FOR
AUXILIARY ROUTES
l. If, for any reason, an X day is not received within
the twelve-week period in accordance with Sub- Total Hours and Minutes Per
sections f.(2) and g. above, the Employer will Week (Standard Hours) Evaluated Hours
compensate the regular rural carrier 100% of the
carrier’s daily rate of pay in lieu of an X day. The 11:30 to 12:29 12 Hours
period from the beginning of the guarantee peri- 12:30 to 13:29 13 Hours
od through the end of the designated Christmas 13:30 to 14:29 14 Hours
period is not included when counting the twelve 14:30 to 15:29 15 Hours
weeks in which an X day must be received. 15:30 to 16:29 16 Hours
16:30 to 17:29 17 Hours
6. Route Classification 17:30 to 18:29 18 Hours
18:30 to 19:29 19 Hours
Rural routes shall be classified as follows: 19:30 to 20:29 20 Hours
20:30 to 21:29 21 Hours
21:30 to 22:29 22 Hours
22:30 to 23:29 23 Hours
a. TABLE OF EVALUATED HOURS FOR REGULAR 23:30 to 24:29 24 Hours
RURAL ROUTES 24:30 to 25:29 25 Hours
25:30 to 26:29 26 Hours
Total Hours and Minutes Per Week Evaluated Hours 26:30 to 27:29 27 Hours
(Standard Hours) 27:30 to 28:29 28 Hours
28:30 to 29:29 29 Hours
H Routes (No Relief Days) 29:30 to 30:29 30 Hours
40:30 to 41:29 41 Hours 30:30 to 31:29 31 Hours

12
 Article 9.2.C.7.c

31:30 to 32:29 32 Hours

32:30 to 33:29 33 Hours (3) The rural carrier must have a minimum of
33:30 to 34:29 34 Hours ten (10) years from the retirement compu-
34:30 to 35:29 35 Hours tation date.
35:30 to 36:29 36 Hours
36:30 to 37:29 37 Hours b. Reviews
37:30 to 38:29 38 Hours
38:30 to 39:29 39 Hours (1) Route Evaluation or Interim Adjustment
39:30 to 40:29 40 Hours
40:30 to 41:29 41 Hours At the time of a route evaluation, interim
41:30 to 42:29 42 Hours* adjustment, or just prior to the beginning of
42:30 to 43:29 43 Hours* the guarantee period, the postmaster must
43:30 to 44:29 44 Hours* arrange a meeting with each eligible rural
44:30 to 45:29 45 Hours* carrier to discuss requirements for election
45:30 to 46:29 46 Hours* of a higher classification for which the rural
46:30 to 47:29 47 Hours* carrier may qualify. The commitment to use
47:30 to 48:29 48 Hours* sufficient annual leave in order to qualify
48:30 to 49:29 49 Hours* for a higher classification must be made in
49:30 to 50:29 50 Hours* writing to give the postmaster assurance
50:30 to 51:29 51 Hours* that the actual work hours will not exceed
51:30 to 52:29 52 Hours* 2,080 hours during the guarantee period.
52:30 to 53:29 53 Hours* The written commitment must be submitted
53:30 to 54:29 54 Hours* with the appropriate forms at the time of
54:30 to 55:29 55 Hours* an evaluation, interim adjustment, or high-
55:30 to 56:29 56 Hours* option election.
56:30 and Over 57 Hours*
__________________ (2) Review—During Guarantee Period
*Auxiliary routes will be converted to regular within 30 days
of reaching 42:00 standard hours, unless otherwise withheld in When a postmaster believes that a rural
accordance with this Agreement. carrier will exceed 2,080 actual work hours
during the guarantee period, the following
7. Classification Options and Reviews procedures shall apply: The rural carrier
must be advised, in writing, and a meeting
a. Any rural carrier whose route may be classified arranged to discuss the action deemed to be
in more than one evaluated classification may necessary to assure that the actual hours do
elect the higher route classification if the fol- not exceed the 2,080 annual guarantee. At
lowing requirements are met: such meeting, the postmaster shall ascertain
whether or not a rural carrier, not covered
(1) It must be demonstrated that the rural under C.7.a., will commit, in writing, to use
carrier’s actual work hours will not sufficient annual leave to keep the actual
exceed 2,080 during the guarantee peri- work hours under 2,080 during the guaran-
od. Christmas overtime hours, if any, will tee period. Normally, route adjustments or
increase this benchmark, provided that additional relief days will not be necessary in
the hours in excess of 2,080 occur in the order to control actual work hours where the
last pay period of the guarantee period. rural carrier has given specific commitments
Such determination should be based on, of annual leave and such leave usage will
but not limited to, the rural carrier’s per- keep the actual work hours under 2,080 for
formance during the previous year; the guarantee period. However, the post-
master may take such action as necessary to
(2) The rural carrier agrees in writing to use avoid actual work hours in excess of 2,080
sufficient annual leave to assure that the during the guarantee period.
total actual hours worked, with appropri-
ate consideration of Christmas overtime, c. Effect of Leave Commitment on Saved Salary
will not exceed the 2,080 annual guaran-
tee; and In the event it becomes necessary to adjust a

13
Article 9.2.C.7.c
route, either evaluated or non-evaluated because
the rural carrier failed to make a commitment
to use sufficient annual leave earned during the
guarantee period to assure that the actual work
hours will not exceed the 2,080 hour annual
guarantee, the saved salary for the rural carrier
shall be limited to the salary guarantee under
Section 7(b)(2) of the Fair Labor Standards Act in
accordance with Article 9.2.A.
8. Overburdened Routes
a. Definition
A route is considered overburdened when:
(1) The standard hours for the route are out-
side of the Table of Evaluated Hours; or
(2) The regular rural carrier who is assigned to
the route does not, or is not expected to, meet
the requirement to stay within the annual
guarantee for the route.
b. Relief of Overburdened Routes
Permanent relief will be arranged as soon as prac-
ticable for overburdened routes. Auxiliary assis-
tance may be provided as a temporary means
of providing relief for those routes as defined in
8.a.(1). Assistance is provided, equivalent to the
lesser of the following:
(1) The regular rural carrier’s actual weekly work
hours that are in excess of 48 hours (K classi-
fication); or
(2) The standard hours for the route that are
in excess of 57:36.
9. Changes in Compensation
Changes in compensation due to eligibility for adjust-
ment, or loss of evaluated compensation as deter-
mined, by a route evaluation shall be effected at
the beginning of the second full pay period following
the completion of the data collection period. When
making changes in compensation as a result of route
evaluations and interim adjustments no rural carrier’s
salary may be reduced below the salary guarantee
during the guarantee period.
14
10. Substantial Service Changes
When substantial service changes occur, an
increase or decrease of one (1) full hour (60 min-
utes) in the evaluation of a rural route’s hours
as determined by the formula in this paragraph,
which indicate possible eligibility for, or adjust-
ment of evaluated compensation, the Employer
shall promptly adjust the route evaluation and
shall make a prompt adjustment in the compen-
sation. Such interim adjustment shall be made by
application of a formula based upon (1) the appro-
priate box allowance added to the volume factor
multiplied by the boxes added to or subtracted
from the route since the last evaluation and (2)
the change in miles multiplied by the appropriate
factor.
11. Seasonal Route
A seasonal route is a route where certain families are
provided delivery for only a specified period of less
than one (1) year. Normally, these routes are located
in resort or vacation areas. The seasonal period is
defined as that period in which the carrier is required
to attempt delivery and the seasonal period ends when
delivery is no longer required of the carrier.
The following steps will be taken when serving
seasonal boxes:
a. At the beginning of the seasonal period, the evalu-
ation shall be adjusted by application of a formula
based upon (1) the appropriate box allowance
added to the volume factor multiplied by the boxes
added to the route and (2) the change in miles
multiplied by the appropriate factor.
b. At the conclusion of the seasonal period, the sea-
sonal boxes will be subtracted from the evaluation.
12. Temporary Route Deviations
Any temporary route deviations of more than
thirty (30) calendar days duration shall be added
to the evaluation, and the salary shall be adjusted
accordingly. Upon termination of the deviation,
the route evaluation shall be adjusted to its former
status. All salary changes will become effective
at the beginning of the first pay period following
completion of the first thirty (30) days of the
detour and at the beginning of the first pay period
after the deviation is terminated.

13. Recurring Work Duties
When daily recurring work duties other than tradi-
tional service functions are added to or removed
from a route after the latest route evaluation, the
Employer shall promptly determine time require-
ments for such added or removed duties and
authorize any appropriate adjustment of evaluat-
ed compensation.
14. Administrative Errors
Any administrative error which results in under-
payment of a rural carrier (except remeasure-
ment) will be retroactively corrected, unless
the rural carrier knew or should reasonably
have known of the error and failed to notify the
Employer within two (2) weeks.
D. Compensation for Part-time Flexible Rural Carriers
1. Compensation for part-time flexible rural carriers shall
be based on the evaluation or mileage of the route,
whichever is appropriate, when they are not required
to actually work in excess of forty (40) hours in a work
week. When the total actual work hours exceed forty
(40) hours per work week, compensation shall be on
the basis of hours actually worked in accordance with
Article 8.3., attained step. Compensation for work per-
formed in excess of forty (40) hours per week shall be
at the overtime rate pursuant to Section 7(a) of the Fair
Labor Standards Act.
2. When serving on an auxiliary route, part-time flexible
rural carriers shall be compensated based on the daily
evaluated hours of the route regardless of the number
of hours actually worked, unless they work in excess
of forty (40) hours in a work week. When the carrier’s
total actual work hours exceed forty (40) hours per
week, compensation shall be on the basis of hours actu-
ally worked in accordance with Article 8.3., attained
step, and hours in excess of forty (40) hours per week
shall be at the overtime rate pursuant to Section 7(a) of
the Fair Labor Standards Act.
3. When serving as an auxiliary assistant, part-time flex-
ible rural carriers shall be compensated for all hours
actually worked within forty (40) hours per week in
accordance with Article 8.3., attained step, and at the
overtime rate for all hours actually worked in excess
of forty (40) hours per work week pursuant to Section
7(a) of the Fair Labor Standards Act.
15
Article 9.2.F.2
E. Compensation for Substitute Rural Carriers
1. Compensation for substitute rural carriers shall be
based on the evaluation or mileage of the route,
whichever is appropriate, when they are not required
to actually work in excess of forty (40) hours in a work
week. When the total actual work hours exceed forty
(40) hours per work week, compensation shall be on
the basis of hours actually worked in accordance with
Article 8.3., attained step. Compensation for work
performed in excess of forty (40) hours per work week
shall be at the overtime rate pursuant to Section 7(a) of
the Fair Labor Standards Act.
2. When serving on an auxiliary route, substitute rural
carriers shall be compensated based on the daily
evaluated hours of the route regardless of the number
of hours actually worked, unless they work in excess
of forty (40) hours in a work week. When the carrier’s
total actual work hours exceed forty (40) hours per
week, compensation shall be on the basis of hours
actually worked in accordance with Article 8.3.,
attained step, and hours in excess of forty (40) hours
per week shall be at the overtime rate pursuant to
Section 7(a) of the Fair Labor Standards Act.
3. When serving as an auxiliary assistant, substitute rural
carriers shall be compensated for all hours actually
worked within forty (40) hours per work week in
accordance with Article 8.3., attained step, and at the
overtime rate for all hours actually worked in excess
of forty (40) hours per work week pursuant to Section
7(a) of the Fair Labor Standards Act.
F. Compensation for Rural Carrier Associates and Rural
Carrier Relief Employees
1. Compensation for rural carrier associates and rural
carrier relief employees shall be based on the evalua-
tion of the regular or auxiliary route served when they
do not work in excess of forty (40) hours per week.
When the total actual work hours exceed forty (40)
hours per week, compensation shall be on the basis
of hours actually worked in accordance with Article
8.3. Compensation for work performed in excess of
forty (40) hours per week shall be at the overtime rate
pursuant to Section 7(a) of the Fair Labor Standards
Act.
2. When serving as an auxiliary assistant, rural carrier
associates and rural carrier relief employees shall be
compensated for all hours actually worked within forty
(40) hours per work week in accordance with Article
Article 9.2.F.2
8.3., and at the overtime rate for all hours actually
worked in excess of forty (40) hours per work week
pursuant to Section 7(a) of the Fair Labor Standards
Act.
G. Equipment Maintenance Allowance
1. General Policy
The following provisions will determine the payment
of Equipment Maintenance Allowance (EMA), except
when a vehicle is provided by the Employer. In such a
case, the employee will not be entitled to EMA.
2. Vehicle Equipment
Rural carriers shall furnish all necessary vehicle equip-
ment for prompt handling of the mail unless the vehicle
is furnished by the Employer. The Employer reserves
the right to provide vehicles at its option to any route.
For each day on which a carrier or replacement who
is required to provide a vehicle receives pay in an
active-duty status as a rural carrier, such employee
shall be paid for EMA for the day determined from the
applicable schedule.
3. Rate of EMA
a. The equipment maintenance allowance base rate
shall equal forty-eight cents (48.0¢) per mile or
major fraction of a mile scheduled per day or
$19.20, whichever is greater.
b. To meet future price fluctuations in all vehicle
operating costs, the EMA rate shall be adjusted
pursuant to changes in the Expenditure Category
for Private Transportation (Unadjusted index), as
issued in the Consumer Price Index for Urban
Wage Earners and Clerical Workers (CPI-W).
The adjustment shall be calculated following
the release of the CPI-W for the months of
February, May, August, and November. The
CPI-W (Unadjusted) for November 1995 will be
the base period for comparison for all changes
calculated during the life of this Agreement.
c. The EMA change will be calculated by determining
the difference between the CPI-W (Unadjusted
index) for the Expenditure Category for Private
Transportation for the period being reviewed and
the November 1995 Expenditure Category for
Private Transportation. To determine the EMA rate,
multiply the base EMA rate by the CPI-W for Private
Transportation (Unadjusted index) for the period
16
being reviewed divided by the CPI-W for November
1995. Round the calculation to the nearest one-
half cent and compare to the current EMA rate to
determine if an EMA adjustment is required. The
EMA rate shall be adjusted, both for increases and
decreases, by one-half cent (0.5¢) per mile and the
minimum rate by twenty cents (20¢). The Special
EMA chart shall be adjusted accordingly. Such
changes shall become effective at the second full
pay period after release of the index which triggers
the adjustment.
4. Special EMA Chart
To supplement the allowance above for those
rural routes having a large number of stops in
relation to the number of miles, a special EMA
schedule shall be established. The chart will be
adjusted accordingly, as subsequent changes in
the rate per mile become effective.
5. Auxiliary Assistance and Auxiliary Rural Carriers
Unless a USPS-owned or leased vehicle is provided,
a leave replacement who is performing auxiliary assis-
tance or is employed as an auxiliary rural carrier shall
provide a vehicle and, in addition to compensation,
shall be paid an EMA on a per-mile or per-hour basis,
whichever is greater, based on the rate in effect under
Section 9.2.G.3., but not to exceed the amount provid-
ed for in the special chart for the route stops and miles.
Any changes in the EMA pursuant to the provisions in
9.2.G.3. will result in an adjustment of 5 cents per hour
for each adjustment of one-half cent (0.5¢) per mile.
6. Temporary Deviations
In the event of a temporary deviation, an increase
in the EMA will be authorized if the total miles
traveled, including deviations, exceed forty (40)
miles per day.
H. Christmas Allowances and Procedures
1. General Policy
The Christmas period begins on the first Saturday
of December and terminates as specified in the
Employer’s Christmas Postal Bulletin.
The following provisions will apply only to those car-
riers covered under Section 7(b)(2) of the Fair Labor
Standards Act in accordance with Article 9.2.A.,
except that regular carriers assigned to evaluated

routes having less than thirty-five (35) hours of required
service per week shall receive compensation in accor-
dance with H.1.c, and rural carriers working auxiliary
routes shall receive compensation in accordance with
H.1.e.
a. RCS Carriers
(1) An RCS carrier whose route evaluates less than
thirty-five (35) hours per week shall be given
auxiliary assistance sufficient to limit the carri-
er’s work week to fifty-six (56) hours.
(2) An RCS carrier whose route evaluates thirty- five
(35) hours, but less than forty (40) hours per
week, shall be granted additional compensation
at the appropriate overtime rate (Article 8.3.) at
the carrier’s attained step for all hours of required
service in excess of forty-eight (48) hours, unless
the total hours worked exceed the limitations of
Section 7(b)(2) of FLSA of twelve (12) hours in a
day, fifty-six (56) hours in a week or 2,080 hours
during the guarantee period, in which case the
rate for the hours in excess of those limitations
shall be at the appropriate FLSA overtime rate.
(3) An RCS carrier whose route evaluates forty (40)
hours per week or more shall be granted addition-
al compensation at the appropriate overtime rate
(Article 8.3.) at the carrier’s attained step for all
hours of required service in excess of the equiv-
alent hours for which they are compensated on
the Rural Carrier Schedule, unless the total hours
worked exceed the limitations of Section 7(b)(2)
of FLSA of twelve (12) hours in a day, fifty-six
(56) hours in a week or 2,080 hours during the
guarantee period, in which case the rate for the
hours in excess of those limitations shall be at the
appropriate FLSA overtime rate.
b. Evaluated Carriers (Routes 35 Hours or More)
(1) For all hours of required service in excess of the
evaluated hours of the route, evaluated carriers
shall be paid additional compensation at the
appropriate rate for their step, in accordance with
Article 8.3., for those hours within the 40-hour
work week and at the FLSA overtime rate for those
hours in excess of 40 or evaluated hours, which-
ever is greater, pursuant to the rate set by Article
9.2.A.1.k., and under the restrictions in Article
9.2.A.1.l.
17
Article 9.2.H.1.f
(2) Assistance on Relief Day
When the needs of the service require, a regular
rural carrier serving a route where a relief day
is authorized may be required to work on his or
her scheduled relief day as an auxiliary rural
carrier in dual employment capacity. Such carrier
shall be compensated pursuant to the rate set by
Article 9.2.A.1.k., and under the restrictions found
in Article 9.2.A.1.l.
c. Evaluated Carriers (Routes Less Than 35 Hours)
For all hours of required service in excess of the eval-
uated hours of the route, the carriers shall be paid
additional compensation at the appropriate rate for
the Step, in accordance with Article 8.3., for those
hours within the 40-hour work week and at the appro-
priate FLSA overtime rate for those hours in excess of
40, in compliance with Section 7(a) of the Fair Labor
Standards Act.
d. Substitute Rural Carriers
(1) Substitute on a Vacant Route
A substitute rural carrier serving full-time on a
vacant route or where the regular carrier is on
leave shall qualify for auxiliary assistance and/or
overtime compensation in the same manner as a
regular carrier during the Christmas period.
(2) Substitute Serving as Auxiliary Assistant
The substitute rural carrier shall be compensated
at the substitute’s attained step in accordance with
Article 8.3., when serving as an auxiliary assistant
or on an auxiliary route.
e. Rural Carriers Working Auxiliary Routes
Rural carriers performing service on an auxiliary route
shall be compensated on the basis of hours actually
worked in accordance with Article 8.3.
f. Christmas Holiday Leave
The Christmas holiday and paid leave taken by regular
carriers will be credited as work performed for the pur-
pose of determining work hours during the Christmas
Article 9.2.H.1.f

period. Such holiday and paid leave should be com- also deliver parcels on any rural route and on
puted on the basis of the appropriate daily evaluation Sundays and holidays in the assigned office
for the route as shown in the following table: during these pay periods.

3. A newly appointed rural carrier craft employee or a

Evaluated 6 day “H” 5 1/2 day “J” 5 day “K” routes daily
leave replacement assigned to more than one route
hours routes daily routes daily hours & minutes will be allowed a reasonable period with pay to
hours & hours & become familiar with the route and become proficient.
minutes minutes
4. A leave replacement utilized on a route which he or
25 4:10 ——- she is serving for the first time or has not served in the
26 4:20 ——- past 12 months will be paid the greater of actual hours
27 4:30 ——- worked or the evaluation of the route (up to 40 hours).
28 4:40 ——-
29 4:50 ——- 5. When involuntary reassignments of rural carriers
30 5:00 ——- occur, the carrier may be scheduled for familiarization
31 5:10 ——- training on the new route, on the clock, as follows:
32 5:20 ——-
33 5:30 ——-
a. New route under 30 hours evaluation: 1 day
34 5:40 ——-
35 5:50 ——-
b. New route 30-39 hours evaluation: 2 days
36 6:00 ——-
37 6:10 ——-
c. New route 40 hours or more evaluation: 3 days
38 6:20 ——-
39 6:30 ——-
6. When a voluntary reassignment of a regular rural car-
40 6:40 ——- 8:00
rier occurs outside the delivery unit, the regular carrier
41 6:50 7:27 8:12
shall be scheduled for one (1) day of on-the-clock
42 7:00 7:38 8:24
familiarization training on the new route.
43 7:10 7:49 8:36
44 7:20 8:00 8:48
45 7:30 8:11 9:00 7. When a regular rural route is substantially changed
46 7:40 8:22 9:12 by major additions of territory, the regular rural carrier
47 ——- ——- 9:24 serving such route shall be scheduled for on-the-clock
48 ——- ——- 9:36 familiarization training on the basis of the following:

Evaluated hours for a “J” route will be determined for each
week rather than from Form 4241-A. In determining the num-
ber of additional route hours for which pay is provided for “J”
routes, the evaluated hours per week shall be computed by
multiplying the daily hours and minutes shown in column 3 of
the chart for 5 1/2-day “J” routes by the actual number of days
the carrier worked that week.
J.
I. Training Pay
1. A newly appointed leave replacement rural carri-
er craft employee will be paid the greater of the
actual hours worked or the evaluation of the route
(up to 40 hours) for the first five (5) pay periods of
employment.
2. A newly appointed leave replacement will work
only in the assigned office for the first two full
pay periods in that office. The leave replacement
will serve only the primary assignment and may
a. Addition of 100 to 200 boxes —1 day
b. Addition of 201 to 350 boxes —2 days
c. Addition of 351 or more boxes —3 days
Training Presentations
When a rural carrier (Designation 71) is required to view
training films, slides or other training presentations which
are not incidental to normal daily performance, and has
not been provided an equivalent amount of auxiliary assis-
tance, the carrier will be compensated based on the actual
time required multiplied by the carrier’s straight time rate
(Article 8.3.A.).
In those instances when training is received in full-day
increments, the carrier will receive compensation for the
full day(s) at the daily evaluated rate of the assigned route.

18

All other rural carriers (Designations 73, 75, 76, and 78)
will be compensated based on actual time used for training
multiplied by their individual computed hourly rate.
ARTICLE 10
LEAVE
Section 1. Leave Funding
The Employer shall continue funding the leave program so
as to continue the current leave earning level for the dura-
tion of this Agreement.
Section 2. Annual Leave
A. Minimum Units and Availability of Leave Replacements
Regular rural carriers shall be granted annual leave in mini-
mum units of one day. Rural carriers should be granted annual
leave in accordance with their personal wishes, provided a
leave replacement is available. It shall be the responsibility of
each rural carrier to plan annual leave at times when a leave
replacement is available. If a leave replacement is committed
to serve another regular rural route, a vacant route, or a
route where the regular rural carrier is on extended
leave, has approved leave, or is in the first four weeks
of assignment in the office, such leave replacement is not
available. A regular rural carrier should not be unreasonably
denied annual leave because of a leave replacement’s
assignment to an auxiliary route.
B. Forfeiting Leave
Care shall be exercised to assure that no employee is
required to forfeit any part of that employee’s annual leave.
C. Approved Leave
All previously approved annual leave requests must be
honored except in serious emergency situations.
Section 3. Sick Leave
The Employer agrees to continue the administration of the present
sick leave program, which shall include the following specific
items:
a. Credit employees with sick leave as earned.
b. Charge to annual leave or leave without pay (at employ-
ee’s option) approved absence for which employee has
insufficient sick leave.
19
Article 10.5.A
c. Employee becoming ill while on annual leave may have
leave charged to sick leave upon request.
d. Regular rural carriers shall be charged sick leave in
minimum units of one day.
e. For periods of absence of three (3) days or less, a super-
visor may accept an employee’s certification as reason
for an absence.
Section 4. Saturday Leave
A. The approved absence on a Saturday of a regular rural
carrier, substitute, or rural carrier associate in a leave
earning capacity, which occurs within or at the beginning
or end of a period of annual or sick leave, shall be without
charge to such leave or loss of compensation provided the
appropriate leave balance on the Form 1223 (Earnings
Statement) reflects at least 6 days of leave and the follow-
ing conditions are met:
1. There are more than 5 days of annual or sick
leave within the period; or
2. There are more than 4 days of annual or sick
leave plus a holiday (see Article 11) within the
period. If a holiday falls on Saturday, which is a
scheduled work day, absence on the preceding
Friday shall be without charge to leave. If the
leave period is 4 days or less, absence on Friday
shall be charged to leave.
3. Interruption during the approved period of annual
or sick leave by court leave due to circumstances
beyond the employee’s control shall not disqualify
the carrier for coverage as provided in 1. or 2.
above.
B. Upon request, a rural carrier shall be granted annual
leave or leave without pay on Saturday, at the carrier’s
option, provided a leave replacement is available.
Section 5. Leave for Substitutes and Rural
Carrier Associates
A. Substitutes and rural carrier associates shall earn leave
benefits when serving a vacant route, or when serving the
route during the extended absence of the regular carrier
in excess of 90 days. On the 91st day, the employee shall
be credited with annual and sick leave for the first 90
days.
These carriers shall be granted leave in minimum units of
one day.
Article 10.5.B
B. No later than six (6) months from the date of this
agreement, rural carrier associates shall earn annu-
al leave based on the number of hours worked:
one (1) hour accrued for each twenty (20) hours of
work in a pay period, up to a total of four (4) hours
maximum. Annual leave shall be credited as earned.
Rural carrier associates shall be granted annual
leave in accordance with their personal wishes, pro-
vided there is sufficient leave replacement coverage
in the office.
C. Rural carrier associates shall be granted annual
leave in hourly increments except when serving a
vacant route or when serving the route during the
extended absence of the regular carrier. These rural
carrier associates shall be granted leave in minimum
units of one day.
D. Rural carrier associates shall earn sick leave when
serving a vacant route, or when serving the routes
during the extended absence of a regular carrier in
excess of 90 days. On the 91st day, the rural carrier
associate shall be credited with sick leave for the first
90 days. These carriers shall be granted sick leave in
minimum units of one day.
E. Rural carrier associates assigned to an auxiliary route
shall earn sick leave based on the number of hours
worked when serving the auxiliary route in excess of 90
days. On the 91st day, the RCA shall be credited with sick
leave for the first 90 days. These carriers shall be granted
sick leave in hourly increments.
Section 6. Leave for Part-time Flexible Rural
Carriers
Part-time flexible rural carriers shall earn leave based on the
number of hours worked and in accordance with the appropri-
ate leave category. It shall be credited as earned. These carriers
shall be granted leave in hourly increments.
Section 7. Leave Submission
A. Requests for annual leave will not be accepted prior
to sixty (60) days in advance of the desired leave
date or service week. Leave requests may be submit-
ted further in advance for exceptional circumstances.
Leave requests received on the same day will be
considered in order of seniority.
B. Failure to return a request for leave within three
(3) days of receipt will result in the request being
20
automatically approved, provided the rural carrier
has obtained proper acknowledgment of the leave
request submission.
ARTICLE 11
HOLIDAYS
Section 1. Holidays Observed
The following eleven (11) days shall be considered holidays
for regular rural carriers:
New Year’s Day
Martin Luther King, Jr.’s Birthday
Presidents’ Day
Memorial Day
Juneteenth National Independence Day
Independence Day
Labor Day
Columbus Day
Veterans’ Day
Thanksgiving Day
Christmas Day
Section 2. Payment
A. A regular rural carrier whose regular scheduled work day
falls on a holiday will not be required to work and will be
paid at the daily rate for that day. When a holiday falls on
a Sunday, the following Monday shall be observed as the
holiday.
B. When a holiday falls on the relief day of an evaluated car-
rier, the carrier shall be granted the preceding work day as
the designated holiday. When the primary leave replace-
ment is unavailable on the carrier’s designated holiday and
other leave replacements are unavailable in accordance
with Article 30.2.D., the regular carrier may be scheduled
to work on the designated holiday.
For the purpose of this section, a leave replacement is
considered unavailable when he or she is assigned to work
on any regular or auxiliary route. A regular rural carrier
required to work on a designated holiday shall receive the
daily rate of pay for such day in addition to holiday leave
pay to which the employee is entitled. If a regular rural
carrier is required to work on the designated Christmas
holiday, such carrier shall receive one and one-half (1 1/2)
times the daily rate of pay in addition to the holiday leave
pay.
C. Effective beginning with the 2023 Presidents’ Day hol-
iday, regular rural carriers who work their holiday, at

their option, may elect to have their annual leave bal-
ance credited with one day of annual leave or receive
the holiday pay to which the carrier is entitled above.
D. Regular carriers shall not perform auxiliary assistance on
any designated holiday or actual holiday.
E. A leave replacement may be utilized to perform duties on
a holiday and will be paid actual hours worked.
F. Deferred holiday leave credited in accordance with
Section 2.C., above, will be subject to all applicable
rules for requesting and scheduling annual leave and
shall be combined with annual leave and counted as
annual leave for the purposes of annual-leave carry-
over.
Section 3. Part-time Flexible Rural Carriers
and Substitute Carriers
A. The holiday pay for a part-time flexible rural carrier or sub-
stitute rural carrier is included in the daily rate. For a part-
time flexible rural carrier or substitute serving a six (6) day
route, the daily rate for the route is determined by dividing
the annual salary by 301; for serving a J route, the daily
rate is determined by dividing the annual salary by 275; for
serving a K route, the daily rate is determined by dividing
the annual salary by 249.
B. For a part-time flexible rural carrier or substitute who is com-
pensated on an hourly basis, the hourly rate is determined
by dividing the annual salary by 1,992.
ARTICLE 12
PRINCIPLES OF SENIORITY, POSTING,
AND REASSIGNMENT
Section 1. Probationary Period
A. Statement of Principle
The probationary period for a new employee appointed
as a regular rural carrier shall be ninety (90) calendar
days. The Employer shall have the right to separate from its
employ any probationary employee at any time during the
probationary period, and these probationary employees
shall not be permitted access to the grievance procedure in
relation thereto. (See also Article 30.2.B.)
B. Falsification of Employment Application
The parties recognize that the failure of the Employer to
21
Article 12.2.B.b(1)
discover a falsification by an employee in the employment
application prior to the expiration of the probationary peri-
od shall not bar the use of such falsification as a reason for
discharge.
C. Completion of Probationary Period
When an employee completes the probationary period, the
employee’s seniority will be accrued in accordance with
Article 12.2.
D. Reemployment
When an employee who is separated from the Postal
Service for any reason is rehired, the employee shall serve
a new probationary period. If the separation was due to
disability, the employee’s seniority shall be established in
accordance with Section 2, if applicable.
Section 2. Rural Carrier Seniority
In addition to the provisions listed below, rural carriers are cov-
ered by the seniority provisions in Section 1007 of the Postal
Reorganization Act, which are intended to prevail.
A. Accruing Seniority
1. Rural carrier seniority begins to accrue with appointment
as a regular rural carrier and continues to accrue while
service is uninterrupted in the same post office.
2. The Employer shall be responsible for the administration
of seniority. A current seniority list shall be posted on the
official bulletin board and a copy of the seniority list shall
be furnished to the Union. Thereafter, changes to the senior-
ity list shall be made only when they occur and a copy of
such changes will be provided to the Union.
B. Breaking Ties
1. Regular Rural Carriers
a. When two (2) or more regular rural carriers are
appointed from a hiring list on the same date,
seniority is determined according to standing
on the list.
b. If the above does not break the tie, the fol-
lowing, in the order listed, shall be the deter-
mining factors. In each instance, continuous
service shall be considered before non-contin-
uous service.
(1) Length of service as a regular rural carrier;
Article 12.2.B.b(2)
(2) Length of service as a part-time flexible
rural carrier;
(3) Combined length of service as a substitute,
RCA, RCR and/or auxiliary rural carrier;
(4) Length of service as a career postal employ-
ee;
(5) Earliest service computation date;
(6) Numerical by the last three (3) or more
numbers (using enough numbers to break the
tie but not fewer than three (3) numbers) of
the employee’s Social Security number, from
lowest to highest, 000 being the most senior.
2. Part-time Flexible Rural Carriers
When two (2) or more part-time flexible rural carriers
are appointed on the same date, a tie shall be broken
by applying the following factors. In each instance,
continuous service shall be considered before non-con-
tinuous service.
a. Length of service as a substitute rural carrier;
b. Length of service as an RCA employee;
c. Length of service as an RCR employee and/or
auxiliary rural carrier;
d. Length of service as an Emergency Hire, either as
a Designation 74 or a Designation 78 (as used
prior to July 21, 1981);
e. Length of total prior postal service;
f. Numerical by the last three (3) or more numbers
(using enough numbers to break the tie but not
fewer than three (3) numbers) of the employee’s
Social Security number, from the lowest to high-
est, 000 being considered “longest period of
service.”
3. Substitutes, Rural Carrier Associates and Rural
Carrier Reliefs
a. When the “longest period of service” becomes
a factor for substitute rural carriers, a tie shall
be broken by applying the following factors.
In each instance, continuous service shall be
considered before non-continuous service.
22
(1) Length of service as a substitute rural car-
rier;
(2) Length of service as an auxiliary carrier;
(3) Length of service as an Emergency Hire,
either as a Designation 74 or Designation
78 (as used prior to July 21, 1981);
(4) Length of total prior postal service;
(5) Numerical by the last three (3) or more
numbers (using enough numbers to break the
tie but not fewer than three (3) numbers) of
the employee’s Social Security number, from
lowest to highest, 000 being considered “lon-
gest period of service.”
b. When the “longest period of service” becomes
a factor for rural carrier associates, a tie shall
be broken by applying the following factors.
In each instance, continuous service shall be
considered before non-continuous service.
(1) Length of service as an RCA employee;
(2) Length of service as an RCR employee
and/or an auxiliary rural carrier;
(3) Length of service as an Emergency Hire,
either as a Designation 74 or a Designation
78 (as used prior to July 21, 1981);
(4) Length of total prior postal service;
(5) Examination basic score;
(6) Numerical by the last three (3) or more
numbers (using enough numbers to break the
tie but not fewer than three (3) numbers) of
the employee’s Social Security number, from
lowest to highest, 000 being considered “lon-
gest period of service.”
c. When the “longest period of service” becomes
a factor for rural carrier relief employees, a tie
shall be broken by applying the following fac-
tors. In each instance, continuous service shall
be considered before non-continuous service.
(1) Length of service as an RCR employ-
ee;
(2) Length of service as an auxiliary carrier;

(3) Length of service as an Emergency Hire,
either as a Designation 74 or Designation
78 (as used prior to July 21, 1981);
(4) Length of total prior postal service;
(5) Numerical by the last three (3) or more
numbers (using enough numbers to break the
tie but not fewer than three (3) numbers) of
the employee’s Social Security number, from
lowest to highest, 000 being considered “lon-
gest period of service.”
d. When a tie exists between an RCA and RCR
when applying Article 30.2., the RCA shall be
considered as having the “longest period of
service.”
C. Relative Seniority Upon Reassignment
1. A rural carrier who is involuntarily reassigned to a
rural carrier position at another post office retains
seniority for bidding on existing vacancies and on
future vacancies.
2. Whenever a senior rural carrier elects to be reassigned
in lieu of a junior carrier subject to reassignment, such
carrier takes the seniority of the junior carrier.
3. Whenever a rural carrier voluntarily transfers to a rural
carrier position in another post office, such as a mutual
exchange or as the result of applying for a rural carrier
vacancy, such carrier begins a new period of seniority
in the new office. Such employee has no retreat rights
or seniority protection.
4. When a rural vacancy is filled by voluntary transfer
of a rural carrier in accordance with Article 12.3.E.1.,
seniority for filling the position will be determined on
the basis of total service as a regular rural carrier.
5. When a rural carrier exercises the retreat rights pro-
vided by Article 12.5.C., that employee shall regain
former seniority at that office upon return, augmented
by the intervening employment in the other office.
6. If two or more rural carriers have been involuntarily
reassigned to a rural carrier vacancy at another office,
retreat rights to the first residual rural carrier vacancy at
the former office or in accordance with Article 12.5.C.,
shall be determined by the rural carrier seniority taken
at the office to which transferred, augmented by inter-
vening employment in the other office.
7. When there is an excess of rural carriers in an office
23
Article 12.3.A.2
for any reason, the junior rural carrier will be consid-
ered excess and subject to reassignment.
8. When two or more offices are involved in a route
consolidation which results in an excess rural carrier,
the junior rural carrier of the offices involved shall be
declared excess, provided there was a substandard
route at the office. A senior rural carrier may elect to
be reassigned in lieu of any junior rural carrier subject
to reassignment, and such reassignment shall be con-
sidered involuntary.
Section 3. Rural Carrier Posting
A. Posting Requirements
1. Posting of a regular route is required as follows:
a. When an auxiliary rural route reaches an evalu-
ation of forty-two (42:00) standard hours, it will
be converted to a regular route within thirty (30)
days of the increase to 42:00 standard hours,
unless the increase is a result of a route eval-
uation. Routes that increase to 42:00 standard
hours as a result of a route evaluation will be
automatically converted.
b. Post a vacant route which is not absorbed by
consolidation or other service adjustments.
c. Post rural routes which have been changed (by
either adding or subtracting territory) as a result
of consolidation with other rural routes and/or
conversion to city delivery service. This provision
applies only if one or more regular rural carriers
are displaced from their assigned routes and
there are fewer rural routes remaining within the
affected offices following such consolidation and/
or conversion to city delivery service.
d. When rural carriers of different post offices agree
upon a mutual exchange of offices and if all
installation heads involved approve, the position
currently occupied and to be vacated by each
rural carrier will be posted for bid within each of
the respective offices. Mutual exchanges may not
be approved in an office to which a rural carrier
has retreat rights or to an office that has excess
rural carriers.
2. When a rural route becomes vacant, it shall be
posted within thirty (30) days from the time it
becomes vacant, except:
Article 12.3.A.2.a
a. If a route consolidation, adjustment or conversion
is pending in the appropriate area, a sixty (60)
day extension may be made. The Union will be
notified of the extension.
b. If a route becomes vacant as a result of the origi-
nal posting, and it meets the criteria for conversion
at the time it becomes vacant, then the awarding
process may be stopped at that point and the
survey conducted relative to supersedure of rural
delivery by highway contract box delivery route
service.
3. All vacant routes will be posted on the basis of evalu-
ated time unless the evaluated time is less than 35:00
standard hours. These routes will be converted to aux-
iliary routes if:
a. The route is vacant, or
b. The route is encumbered and there is an existing
regular rural route vacancy in the same office or in
another office within fifty (50) miles.
4. Routes posted because of the addition or subtraction
of territory in a route consolidation are not considered
vacant.
5. Routes encumbered by carriers in a non-duty sta-
tus are not considered vacant, except as otherwise
provided in this Agreement.
B. Local Posting and Bidding of Regular Rural Routes
1. Post the vacancy at the vacancy post office, includ-
ing stations and branches, for all regular rural
carriers, substitute rural carriers, and rural carrier
associates (RCAs) with one (1) year of continuous
service as an RCA. The notice shall be posted for
ten (10) calendar days.
2. The notice shall include the following information for
the vacant route, as well as for every regular rural
route in the office: the official position identification
number, the route number, the day of the week of the
authorized relief day, whether a USPS vehicle will be
provided, the route length, classification, number of
boxes, number of stops, the volume factor, whether
the route is a seasonal route and physical and other
requirements, including possession of a valid State
driver’s license and, if necessary, a certificate of vehi-
cle familiarization and safe operation. Additionally,
the notice shall state that if the carrier is temporarily
unable to perform the duties of any bid-for position, the
carrier must have on file or submit, prior to the award
24
of the position, medical certification indicating that the
carrier will be able to fully perform the duties of the
bid-for position in order to have the position held in
abeyance.
(See Memorandum of Understanding #7, page 60.)
3. The notice shall clearly state that the bidding is not only
for the existing regular route vacancy, but also for eli-
gible rural carriers to bid on any regular route(s) in the
office that may become available as a result of filling
the vacant route on the original posting. The posted
notice shall clearly state the method(s) to be used for
eligible rural carriers to submit bids.
4. A copy of the notice shall be provided to the appro-
priate District Representative of the Union.
5. When an absent regular rural carrier, PTF, substitute
or RCA has so requested in writing, stating the employ-
ee’s mailing address, a copy of any notice inviting bids
from the craft shall be mailed to the employee by the
installation head or designee. Employees in a non-duty
status shall not be precluded from bidding, except as
otherwise provided in this Agreement.
6. It is mandatory that rural carriers submit the required
bidding information using the bidding method stated on
the posting.
7. Eligible rural carriers must bid on all routes for which
they have an interest, using the official position identifi-
cation number(s), in the order of preference. The vacant
position/route should only be listed as a choice if the
carrier will accept that route if it becomes available as a
result of filling the vacant route. A carrier who wishes to
withdraw or change preferences on his or her bid must
do so prior to the closing date of the posting.
8. When more than one regular route is posted, a PTF
rural carrier(s) has a choice of bidding on residual
vacancies based on the longest period of service in
the office as a PTF rural carrier. Otherwise, there is
no requirement for a PTF to bid.
C. Awarding a Vacant Route
1. When it has been determined to fill a rural carrier
vacancy, consideration shall be given to all regular
rural carriers at the vacancy post office, including
stations and branches. In addition:
a. Consideration shall be given to a rural carrier
having retreat rights to that office; and

b. Consideration shall be given to any rural carrier
from another office in the district or within one
hundred (100) miles with one or more excess
rural carriers. The parties may mutually agree to
expand the area of consideration beyond 100
miles if they determine it is necessary to provide
sufficient vacancies for offices with excess rural
carriers.
In all instances, the above carrier(s) will bid for the
posted vacancy, at the vacancy office with regular
carriers, substitutes, and RCA applicants with one
(1) year of current continuous service as an RCA.
2. The following shall be the order of consideration in
the filling of a vacancy:
a. All regular rural carriers included in Section 1
above based on the seniority of the carrier.
b. The residual vacancy shall be awarded to a
regular rural carrier who has been approved
for a mutual exchange at the office in accor-
dance with Article 12.5.A.3.
c. The residual vacancy shall be withheld when there
are excess rural carriers for which there are not
sufficient vacancies. The Union will be notified of
the location and reason when management deter-
mines to withhold vacancies.
d. If a vacancy still exists, it shall be awarded to
the part-time flexible rural carrier at the office
with the longest period of service in the office
as a part-time flexible rural carrier, who will
be converted to a regular rural carrier. In no
instance will a part-time flexible rural carrier
have the right to refuse conversion to regular
rural carrier.
e. If a vacancy still exists, it shall be awarded to a
substitute rural carrier at the post office where the
vacancy exists. The vacancy shall be awarded to
the substitute applicant having accrued the lon-
gest period of continuous service as a substitute
rural carrier and auxiliary rural carrier in that
office, unless another substitute rural carrier is
deemed to be substantially better qualified. Such
continuous service is that which occurred immedi-
ately prior to the appointment.
f. Consideration shall be given to a former substitute
of that office who accepted appointment as a reg-
ular rural carrier at another office between July
21, 1981, and November 12, 1986.
25
Article 12.3.D.1
g. If a vacancy still exists, it shall be awarded to
the RCA applicant having one (1) year of con-
tinuous service as an RCA and having accrued
the longest period of continuous service as
an RCA in that office, unless another RCA is
deemed to be substantially better qualified.
h. Should an RCA, substitute or PTF rural carrier on
the rolls (non-pay status) pursuant to Article 16.4
or 16.5, be awarded a bid under Article 12.3.C.
or D., the RCA’s, substitute’s or PTF rural carrier’s
conversion to regular status will be processed
after disposition of the employee’s case either by
settlement with the Union or through exhaustion of
the grievance-arbitration procedure, provided the
employee is returned to the rural carrier craft.
The effective date of any such employee’s conver-
sion to regular status will be the pay period of the
employee’s return to work unless otherwise indi-
cated in the disposition of the employee’s case.
i. If a vacancy is awarded to a part-time flexible
rural carrier, substitute rural carrier, or a rural
carrier associate, the relief day will be designat-
ed at the exclusive discretion of the Employer.
If the formula outlined under Article 9.2.C.5.b.
requires the assignment of a Saturday relief day,
a non-Saturday relief day will be designated for
the awarded route and a Saturday relief day will
be offered to rural carriers with non-Saturday
relief days in the office pursuant to the provisions
of Article 9.2.C.5.e.
3. The posted route and any other routes resulting from
the original posting shall be awarded within ten (10)
days to the senior qualified bidder, unless the residual
vacancy has been withheld for an excess rural carrier
or temporary reassignment. The employee shall be
placed in the new assignment within twenty-one (21)
days of being designated the successful bidder, except
in the month of December. If the 21 days expires in
December, management may make the placement
in December, but in no case will the placement be
delayed past the beginning of the first full pay period
in January.
D. District Posting and Awarding
1. If the vacancy still exists, post the vacancy within ten
(10) days for all rural carriers (regular carriers, part-
time flexible rural carriers, substitutes, and RCAs with
service in excess of one (1) year as an RCA) within the
Article 12.3.D.1
district. The notice shall be posted for fifteen (15) days
at each office within the district. The posted notice shall
clearly state the method(s) to be used for eligible rural
carriers to submit bids. Bids may only be withdrawn
during the 15-day posting period.
2. The notice shall state whether a USPS vehicle will be
provided, identify the official position identification
number, the route number, length, classification, num-
ber of boxes, number of stops, the volume factor, the
day of the week of the authorized relief day, whether
the route is a seasonal route and physical and other
requirements, including possession of a valid State
driver’s license and, if necessary, a certificate of vehi-
cle familiarization and safe operation.
3. The order of consideration for district postings
shall be:
a. Regular rural carriers based on the seniority of the
carrier within the district. Regular carriers who
share the same seniority would then be considered
by applying Article 12.2.B.1.b.(1) through (6).
b. Part-time flexible rural carriers based on longest
period of continuous service as a part-time flexible
rural carrier. Part-time flexible rural carriers who
share the same length of continuous service as a
part-time flexible rural carrier would then be con-
sidered by applying Article 12.2.B.2.a. through f.
c. Substitute rural carriers based on the longest
period of continuous service as a substitute rural
carrier and auxiliary rural carrier, unless another
substitute rural carrier is deemed to be substantial-
ly better qualified. Substitutes who share the same
length of continuous service as a substitute rural
carrier would then be considered by applying
Article 12.2.B.3.a.(1) through (5).
d. Rural carrier associates having one year of contin-
uous service as an RCA and having accrued the
longest period of continuous service as an RCA,
unless another RCA is deemed to be substantially
better qualified. RCAs who share the same length
of continuous service would then be considered by
applying Article 12.2.B.3.b.(1) through (6).
4. The posted route shall be awarded within ten (10)
days to the senior qualified bidder. The employee
shall be placed in the new assignment within twen-
ty-one (21) days of being designated the successful
bidder, except in the month of December. If the 21
days expires in December, management may make
the placement in December, but in no case will the
26
placement be delayed past the beginning of the first
full pay period in January.
E. Other Requirements to Fill a Vacant Regular Route
1. If the vacancy still exists, management may consider
the application for reinstatement of a qualified former
regular rural carrier, subject to applicable reinstate-
ment provisions. Applications for reinstatement shall
not be considered if a qualified regular rural carrier
has a request for voluntary transfer on file at the post
office to which the former rural carrier desires reinstate-
ment or if a rural carrier associate or rural carrier relief
employee is among the top three (3) on the hiring list
for the office.
2. If the vacancy still exists, the vacancy will be posted
again at the vacancy post office for all non-probation-
ary RCAs in the office. The time requirements for post-
ing and awarding the route and placement of the suc-
cessful applicant are the same as provided in Articles
12.3.B. and 12.3.C. The order of consideration will be
the non-probationary RCA having accrued the longest
period of continuous service as an RCA.
3. If the vacancy still exists, it shall be filled competitively
from a hiring list.
In making selections from the hiring list, RCAs and rural
carrier relief (RCR) employees will be given preference
in the selection procedure, provided such employees
are among the top three (3) on the hiring list and all
performance evaluations have been satisfactory or
higher. If there is more than one (1) such employee in
the top three (3), the vacancy shall be awarded to the
RCA employee with the longest period of continuous,
satisfactory service in the rural carrier craft, except that
preference shall always be given to an RCA employee
at the office where the vacancy exists. Such preference
does not supersede the Employer’s obligations with
respect to veteran preference eligibles or affirmative
action considerations.
If there is no RCA and more than one (1) RCR employ-
ee among the top three (3), the vacancy shall be
awarded to the RCR with the longest period of con-
tinuous, satisfactory service in the rural carrier craft,
except that preference shall always be given to an
RCR employee at the office where the vacancy exists.
Such preference does not supersede the Employer’s
obligation with respect to veteran preference eligibles
or affirmative action considerations.

Section 4. Rural Carrier Temporary
Reassignments
Temporary reassignment of a career rural carrier(s) may be made
when there is insufficient work in the office or on the route as a
result of an emergency situation.
a. Temporary reassignments during and immediately
following an emergency are covered by the provi-
sions of Article 3.
b. Once an emergency situation has been stabilized,
management may make or continue temporary reas-
signments, if it is anticipated that the employee(s) will
be able to return to their original work location or route
within six months. The temporary reassignment may not
exceed six months unless mutually agreed by manage-
ment and the carrier.
c. If it is later determined that the employee will not be able
to return to their original work location/route within the
defined or agreed upon time frame in item b., the pro-
visions of Section 5, Rural Carrier Reassignments, will
apply.
d. To the extent possible, inconvenience to employees will
be kept to a minimum.
e. Residual vacancies in other offices may be put on an
“emergency hold” and used to employ regular rural car-
riers and PTFs, until the temporary reassignment ends.
f. The temporarily reassigned rural carrier can be used
on any assignment prior to a non-career leave replace-
ment.
g. Management will make a reasonable effort to find other
work opportunities for non-career leave replacements
affected by e. and f. above. The affected non-career
leave replacements can be used in another office prior
to the RDWL, but they may not displace leave replace-
ments in that office who are working on their primary
assignment.
Section 5. Rural Carrier Reassignments
A. General Reassignments
1. When there is an excess rural carrier in an installa-
tion, the carriers may bid in accordance with Article
12.3.C.1. If there is still an excess rural carrier, the
junior rural carrier will be reassigned to an office with
existing rural carrier vacancies in accordance with
Article 12.3.C.2.c.
27
Article 12.5.A.3
a. In those instances when there is an excess rural
carrier due to the evaluation of a regular route
decreasing to less than 35:00 standard hours, the
junior carrier will be reassigned only if the existing
rural carrier vacancy is in an office within fifty (50)
miles of the installation.
b. A rural carrier involuntarily reassigned from one
installation to another in accordance with Article
12.3.C.2.c. shall be given not less than thirty (30)
days advance notice, if practicable. When making
reassignments of excess carriers, the provisions of
Article 12.5.B.4.c.(1) and (2) shall apply.
2. When a rural route or a substantial portion thereof is
transferred from one post office to another, the incum-
bent has the option of being reassigned to the office(s)
to which the employee’s territory is assigned, provided
a vacancy exists.
a. If the transfer of territory results in an excess car-
rier and the rural carrier elects to be reassigned
with the route or substantial portion thereof, such
reassignment shall be considered involuntary, and
the employee retains that seniority in accordance
with Article 12.2.C.1. If the incumbent does not
elect to be reassigned, the junior rural carrier will
be involuntarily reassigned to the office where
the territory was transferred with the carrier’s own
seniority. However, any senior rural carrier may
elect to be reassigned in lieu of the junior carrier
with the seniority of the junior carrier in accor-
dance with Article 12.2.C.2, and this reassign-
ment will be considered voluntary and the carrier
will not be entitled to retreat rights.
b. If the transfer of territory does not result in an
excess carrier, only the incumbent carrier would
have the option of being reassigned to the office
to which the territory was assigned, and such
reassignment would be considered voluntary.
However, a carrier with retreat rights to this office
would have priority for bidding on the vacancy in
accordance with Article 12.5.C.
3. Regular rural carriers of different post offices may
affect a mutual exchange of offices, provided all rural
carriers and installation heads involved have signed
the Mutual Exchange Request Form. Once the form
is signed, the mutual exchange will be considered
final and binding and can only be cancelled if all
parties agree. If such an exchange occurs, each rural
carrier will be assigned to the residual vacancy at the
office to which reassigned in accordance with Article
Article 12.5.A.3
12.3.C.2.b.
4. A mutual exchange between regular rural carriers in
the same post office or between a rural carrier and a
member of another craft is prohibited.
B. Route Consolidations
Rural route consolidations will be handled under the follow-
ing provisions:
1. All vacant routes will be considered for consolida-
tion. All routes within one (1) office may be consid-
ered for route consolidation if a vacancy exists or
if no carrier will be excessed from the rural carrier
craft in the installation as a result of the consolida-
tion.
2. Consolidations of encumbered routes currently evalu-
ating to less than thirty-seven (37) standard hours may
be made. If this causes an excessing situation, which is
not eliminated by bidding in accordance with Article
12.3.C.1., reassignments will be made to offices with
rural vacancies in accordance with Article 12.5.A.1.
3. In all consolidations of encumbered rural routes, the
following will apply:
a. In normal circumstances, the most substandard
routes within the same area will be consolidated
first.
b. In any consolidation, dislocation and inconve-
nience to the rural carriers will be kept to a mini-
mum.
4. Whenever consolidation of rural routes is planned, the
affected rural carriers must be given adequate notice
under the following provisions:
a. The rural carrier shall be notified of planned
consolidation(s) affecting the employee’s route.
After a consolidation survey has been completed,
a copy of Form 500, Survey of Rural Delivery
Service, and the interim evaluations shall be pro-
vided the rural carrier affected by the consolida-
tion proposal. The rural carrier shall be given an
opportunity to submit comments and suggestions
in writing at least ten (10) days before a final
decision is made. In the event there is a consoli-
dation in the absence of a vacancy, prior to such
consolidation, the matter will be reviewed at the
area level.
b. The rural carriers in offices where consolidation
28
will result in excessing will be notified of all offices
with vacant routes where the employees may bid
in accordance with Article 12.3.C.1.
c. If there is still an excess rural carrier, reassignments
will be made in accordance with Article 12.5.A.1.,
and the following provisions shall also apply:
(1) When two (2) or more rural carriers are
notified of the same vacant routes, the senior
carrier shall have first choice for reassign-
ment to any office with vacant routes within
the appropriate area.
(2) A reassigned rural carrier shall receive mov-
ing, mileage and per diem, and reimburse-
ment for movement of household goods, as
appropriate. Payment will be governed by
the travel regulations as set forth in USPS
Handbook F-15, Travel and Relocation.
C. Retreat Rights
1. An involuntarily reassigned rural carrier may exercise
retreat rights when a vacancy occurs at the original
office or in any office to which territory from the orig-
inal office was transferred. If the route to which the
carrier would retreat provides less compensation than
the current guaranteed salary, the reassignment shall
not be made unless the carrier agrees, in writing, at the
time of assignment to terminate any guarantee during
the guarantee period. Such an agreement by a rural
carrier is irrevocable. Requests for retreat rights must
be filed in writing at the time of reassignment.
a. Acceptance or rejection of a vacancy in one (1)
of the offices to which territory from the original
office was transferred shall not forfeit the employ-
ee’s right to return to the original office when a
vacancy occurs there.
b. A rural carrier who is reassigned to an office
to which territory from the original office was
transferred has retreat rights only to the original
office, except that a rural carrier whose original
office has no remaining rural routes shall have
retreat rights to any other office to which territory
from the original office was transferred. Such
carrier may only exercise retreat rights one (1)
time.
2. The rural carrier must exercise retreat rights to the first
vacant route at the original office evaluated at forty
(40) or more pay hours. Failure by the carrier to exer-
cise this right to the first such vacancy waives his or her

retreat rights to the original office.
D. Reverting to a Part-time Flexible Rural Carrier in Lieu
of Reassignment
Regular rural carriers may request to become a PTF in their
office or in any office in their district and within 50 miles of
their office, in lieu of being involuntarily reassigned outside
of their office. Management may grant such request, provid-
ed there is a shortage of leave replacements in the office
and there are sufficient routes to support a PTF assignment.
The employee will have retreat rights and be converted to
regular status in his or her original office, in accordance
with Article 12.3.C.1.a. Regular carriers reverted to PTF in
accordance with this provision shall be considered senior to
PTFs established under Article 30.2.A.3.
ARTICLE 13
ASSIGNMENT OF ILL OR
INJURED EMPLOYEES
Section 1. Assistance for Employees
The Employer will make an effort to assist employees who through
occupational injury or occupational illness are unable to perform
their regularly assigned duties. This effort will consist of possible
assignment to limited duty work if such is available.
Section 2. Federal Employees’
Compensation Act
It is understood that the provisions of this Agreement are subject
to the obligations and responsibilities imposed by the Federal
Employees’ Compensation Act and its implementing regulations.
Recognizing the mutual obligation to be fully responsive to the
requirements of the Federal Employees’ Compensation Act,
the parties will cooperate in making every effort to insure that
employees with job-related illnesses or injuries are returned to
duty subject to their medical restrictions.
Section 3. No Light-Duty Assignments
In the rural carrier craft, at any local installation, regular rural
routes shall not be considered for any light-duty assignment.
29
Article 14.3
ARTICLE 14
SAFETY AND HEALTH
Section 1. Responsibilities
It is the responsibility of management to provide safe working
conditions in all present and future installations and to develop
a safe working force. The Union will cooperate with and assist
management to live up to this responsibility.
Section 2. Cooperation
A. Safety Administration
The Employer and the Union insist on the observance of
safe rules and safe procedures by employees and insist on
correction of unsafe conditions. Mechanization, vehicles
and vehicle equipment, and the work place must be main-
tained in a safe and sanitary condition, including adequate
occupational health and environmental conditions. The
Employer shall make available at each installation forms to
be used by employees in reporting unsafe and unhealthful
conditions. If an employee believes he is being required to
work under unsafe conditions, he may: a) notify the super-
visor who will immediately investigate the condition and
take corrective action, if necessary; b) file a grievance if no
corrective action is taken during the tour; and/or c) make a
written report to the installation head.
B. Health Services
The Employer will make health service available for the
treatment of job-related injury or illness where it determines
they are needed. The health service will be available from
any of the following sources: U.S. Public Health Service;
other government or public medical sources within the
area; independent or private medical facilities or services
that can be contracted for; or in the event funds, spaces,
and personnel are available for such purposes, they may
be staffed at the installation. The Employer will promulgate
appropriate regulations which comply with applicable reg-
ulations of the Office of Workers’ Compensation Programs,
including employee choice of health services.
C. Occupational Safety and Health Act
The Employer will comply with Section 19 of the Williams-
Steiger Occupational Safety and Health Act.
Section 3. Local Safety Meeting
As provided in Article 31, safety and health may be a subject of
Article 14.3
discussion in labor-management meetings. In such discussions,
the participants shall review the progress in accident prevention,
including the correction of correctable road and health hazards
at the installation; determine program areas which should have
increased emphasis; and they may investigate major accidents
which result in disabling injuries.
The participants may make recommendations for actions on
matters concerning safety and health to the installation head.
The installation head shall, within a reasonable period of time,
advise them that the recommended action has been taken or the
reasons for not accepting the recommendations.
ARTICLE 15
GRIEVANCE AND ARBITRATION
PROCEDURE
Section 1. General Policy
Grievances which are filed pursuant to this Article are to be
processed and adjudicated based on the principle of resolving
such grievances at the lowest possible level in an expeditious
manner, insuring that all facts and issues are identified and
considered by both parties. In the event that a grievance is pro-
cessed beyond Step 1, both parties are responsible to insure all
facts, issues and documentation are provided to the appropriate
union and management officials at the next higher level of the
grievance procedure. The parties further agree that at any step
in the grievance procedure, the Union representative shall have
full authority to settle or withdraw the grievance in whole or
in part. The Employer representative, likewise, shall have full
authority to grant, settle or deny the grievance in whole or in
part.
Section 2. Definition
A grievance is defined as a dispute, difference, disagreement
or complaint between the parties related to wages, hours, and
conditions of employment. A grievance shall include, but is not
limited to, the complaint of an employee or of the Union which
involves the interpretation, application of, or compliance with
the provisions of this Agreement.
Section 3. Procedure
Step 1:
a. Any employee who feels aggrieved must discuss
the grievance with the employee’s immediate
supervisor within fourteen (14) days of the date
on which the employee or the Union has learned
or may reasonably have been expected to have
30
learned of its cause. The employee may be
accompanied by the steward or a Union repre-
sentative, if the employee so desires.
b. For other than disciplinary actions the Union may
also initiate a grievance at Step 1 in accordance
with the above, and may initiate a class grievance at
Step 1 when the grievance concerns the complaint
of more than one employee in the office. If the Union
initiates a grievance, the steward or Union represen-
tative is the only appropriate party to meet with the
appropriate supervisor.
c. If no resolution is reached during such discussion,
the supervisor shall promptly annotate a joint Step 1
grievance form, indicating briefly the issue and the
date of the initial discussion, which constitutes the
Step 1 filing date. The grievance will then be con-
sidered further by the installation head or designee
and the steward or a Union representative.
d. The installation head or designee will meet with the
steward or a Union representative at the local instal-
lation as expeditiously as possible to jointly develop
the facts and the grievance file and to attempt to
resolve the grievance. The parties shall cooperate
fully in the effort to develop all necessary facts,
including the exchange of copies of all relevant
papers or documents in accordance with Article 31.
In those cases involving discipline, the parties may
mutually agree to jointly interview witnesses where
desirable to assure full development of all facts and
contentions.
e. The joint grievance file shall include, at a mini-
mum: (1) the joint Step 1 grievance form; (2) a
full, detailed statement of undisputed facts; (3)
full, detailed statements from management and the
Union of any disputed facts; (4) contentions of the
parties; (5) contractual provisions involved; (6) any
written statements from witnesses or other individu-
als; (7) copies of all relevant papers or documents;
and (8) remedy sought.
f. If the parties are unable to resolve the grievance
within ten (10) days of the Step 1 discussion, the
Step 1 grievance form will be annotated according-
ly, and the Union may appeal the grievance to Step
2 within seven (7) days thereafter. Such appeal must
include copies of the joint grievance file and the
Step 2 appeal form. The parties may extend these
time limits, as necessary, by mutual agreement.

Step 2:
a. The Step 2 appeal shall be filed with the Manager,
Labor Relations, at the appropriate district office.
In all grievances appealed from Step 1 or filed at
Step 2, the grievant shall be represented for all pur-
poses by a steward or a Union representative.
b. Within ten (10) days of the receipt of the appeal,
the Employer’s Step 2 representative will meet with
the appropriate district representative or designee to
attempt to resolve the grievance, unless the parties
agree upon a later date. The parties shall cooperate
fully in sharing all relevant and necessary informa-
tion not previously included in the joint grievance
file.
c. Any settlement or withdrawal of a grievance in Step
2 shall be in writing but shall not be a precedent for
any purpose, unless the parties specifically so agree
or develop an agreement to dispose of future similar
or related problems.
d. Where agreement is not reached, the Employer’s
decision shall be furnished to the district represen-
tative or designee in writing within seven (7) days
after the Step 2 meeting unless the parties agree to
extend the seven (7) day period. The decision shall
include a full statement of the Employer’s under-
standing of (1) all relevant facts, (2) the contractual
provisions involved, and (3) the detailed reasons for
denial of the grievance.
e. The Union may appeal an adverse Step 2 decision
to Step 3 within fifteen (15) days after receipt of
the Employer’s decision, unless the parties’ repre-
sentatives agree to extend the time for appeal. Any
appeal must include copies of (1) the joint grievance
file, (2) the Employer’s written Step 2 decision, and
(3) the Step 3 grievance appeal form.
Step 3:
a. Any appeal from an adverse decision in Step 2 shall
be in writing to the Employer’s Step 3 representa-
tive, with a copy to the Employer’s Step 2 represen-
tative and the appropriate district Labor Relations
Manager.
b. The grievant shall be represented at the Step 3 level
by the Union’s Executive Committeeman, regional
representative, or appropriate designee. Unless the
representative is an assistant district representative
or district representative, the representative shall not
be the individual who acted as the Step 2 represen-
31
Article 15.3.Step3.h
tative.
c. In cases of discipline or discharge, the manage-
ment representative at Step 3 shall be a person
who has had no direct connection with the case
and who is at a higher management level than
the Employer’s Step 2 representative.
d. The Step 3 meeting of the parties’ representatives
to discuss the grievance shall be held within fifteen
(15) days after it has been appealed to Step 3.
Each party’s representative shall be responsible for
making certain that all relevant facts and contentions
have been developed and considered.
e. The Employer’s written Step 3 decision on the
grievance shall be provided to the Union’s Step
3 representative within fifteen (15) days after the
parties have met in Step 3, unless the parties agree
to extend the fifteen (15) day period. Such decision
shall state the reasons for the decision in detail and
shall include a statement of any additional facts and
contentions not previously set forth in the record of
the grievance as appealed from Step 2.
f. The Union may appeal an adverse decision for
discharge cases directly to arbitration at the area
level within ninety (90) days after the receipt of the
Employer’s Step 3 decision in accordance with the
procedure hereinafter set forth. Discharge cases not
appealed within this time limit shall be considered
waived.
g. The Union may appeal an adverse decision for
cases other than discharge directly to arbitration
at the area level within twenty-one (21) days after
receipt of the Employer’s Step 3 decision in accor-
dance with the procedure hereinafter set forth,
provided the Employer’s Step 3 decision states that
no interpretive issue under the National Agreement
or some supplement thereto which may be of gen-
eral application is involved in the case. Cases not
appealed within this time limit shall be considered
waived.
h. If either party’s representative maintains that the
grievance involves an interpretive issue under the
National Agreement, or some supplement thereto
which may be of general application, the Union
representative shall be entitled to appeal an adverse
decision to Step 4 (national level) of the grievance
procedure. Any such appeal must be made within
twenty-one (21) days after receipt of the Employer’s
Step 3 decision and include copies of the joint griev-
Article 15.3.Step3.h
ance file, all grievance forms and appeal forms, and
the Step 2 and Step 3 decisions. The Union shall
furnish a copy of the Union appeal to the Employer’s
Step 3 representative and the appropriate district
Labor Relations Manager.
i. A copy of the Step 3 decision shall be enclosed
with the letter of appeal to Step 4 or to arbitration
as appropriate. It is further agreed that the National
President of the Union or the Employer’s represen-
tative shall have authority to overrule the parties
at Step 3 regarding a mutual decision to appeal a
case from Step 3 directly to arbitration.
j. Where grievances appealed to Step 3 involve the
same, or substantially similar issues or facts, one
such grievance to be selected by the Union repre-
sentative shall be designated the “representative”
grievance. If not resolved at Step 3, the “represen-
tative” grievance may be appealed to Step 4 of the
grievance procedure or to arbitration in accordance
with the above. All other grievances which have
been mutually agreed to as involving the same, or
substantially similar issues or facts as those involved
in the “representative” grievance shall be held at
Step 3 pending resolution of the “representative”
grievance, provided they were timely filed at Step 1
and properly appealed to Steps 2 and 3 in accor-
dance with the grievance procedure.
Following resolution of the “representative”griev-
ance, the parties involved in that grievance shall
meet at Step 3 to apply the resolution to the other
pending grievances involving the same, or sub-
stantially similar issues or facts. Disputes over the
applicability of the resolution of the “representative”
grievance shall be resolved through the griev-
ance-arbitration procedures contained in this Article.
In the event it is decided that the resolution of the
“representative” grievance is not applicable to a
particular grievance, the merits of that grievance
shall also be considered.
k. A grievance may be filed by the Union’s Executive
Committeeman directly at Step 3 of the grievance
procedure where a policy matter at a district or area
level is involved. Such policy must direct an action
which violates the National Agreement and affects
more than one office. The grievance may be filed
prior to, but not later than fourteen (14) days after
implementation of the change.
Step 4:
The parties shall meet at the national level promptly, but
32
in no event later than twenty-one (21) days after appeal-
ing a Step 3 decision to Step 4 in an attempt to resolve
the grievance. A written decision by the Employer will be
rendered within fifteen (15) days after the Step 4 meeting
unless the parties agree to extend the fifteen (15) day
period. The decision shall include an adequate expla-
nation of the reasons therefor. In any instance where
the parties have been unable to dispose of a grievance,
the National President of the Union shall be entitled to
appeal it to arbitration at the national level within thirty
(30) days after receipt of the Employer’s Step 4 decision.
Section 4. Grievance Procedure — General
A. Observance of Principles and Procedures
The parties expect that good faith observance, by their
respective representatives, of the principles and procedures
set forth above will result in settlement or withdrawal of
substantially all grievances initiated hereunder at the lowest
possible Step and recognize their obligation to achieve
that end.
B. Failure to Meet Time Limits
The failure of the employee or the Union at Step 1, or the
Union thereafter, to meet the prescribed time limits of the
Steps of this procedure, including arbitration, shall be con-
sidered as a waiver of the grievance.
C. Failure to Schedule Meetings
Failure by the Employer to schedule a meeting or render a
decision in any of the Steps of this procedure within the time
herein provided (including mutually agreed to extension
periods) shall be deemed to move the grievance to the next
Step of the grievance-arbitration procedure.
D. National Level Grievance
It is agreed that in the event of a dispute between the Union
and the Employer as to the interpretation of this Agreement,
such dispute may be initiated as a grievance at the Step 4
level by the President of the Union. Such a grievance shall
be initiated in writing and must specify in detail the facts
giving rise to the dispute, the precise interpretive issues to
be decided and the contention of the Union. Thereafter
the parties shall meet at Step 4 within thirty (30) days in
an effort to define the precise issues involved, develop all
necessary facts, and reach agreement. Should they fail to
agree, then, within fifteen (15) days of such meeting, each
party shall provide the other with a statement in writing of

its understanding of the issues involved, and the facts giving
rise to such issues. In the event the parties have failed to
reach agreement within sixty (60) days of the initiation of
the grievance at Step 4, the Union then may appeal it to
arbitration, within thirty (30) days thereafter.
E. EEO Complaints
1. The processing of any grievance regarding an issue or
fact situation which is also the subject of a formal EEO
complaint shall be deferred until a final agency (USPS)
decision or decision on appeal there from is rendered
on the EEO complaint. The disposition of any alle-
gation of discrimination in such proceeding shall be
dispositive and binding on the same or similar issues
presented in the deferred grievance. Management’s
Step 2 representative will provide written notification
to the appropriate district representative that an EEO
complaint has also been filed. In the event the griev-
ance has been appealed to Step 3 or Step 4, manage-
ment’s Step 3 or Step 4 representative will provide the
same written notice to the Union representative at the
step involved.
Upon final disposition of the EEO complaint, only those
contractual issues which are separate and distinct
from the discrimination issue may be reactivated in
the grievance process at the same Step at which the
grievance was deferred. The grievance will be reac-
tivated by immediate scheduling for discussion at the
step of the grievance procedure which the grievance
had reached when deferred or, if applicable, will be
moved to the head of the arbitration docket.
Notwithstanding the foregoing, within fifteen (15) days
after the filing of an EEO complaint, either party may
notify the other that an otherwise deferrable grievance
should continue to be processed where such grievance
involves a removal action. Should the Union decline to
continue to process a removal action after notification,
such grievance shall be considered closed upon the
expiration of the appropriate time limits for appeal or
fifteen (15) days, whichever is longer.
In order to comply with a decision by a court, EEOC,
or other federal agency to reemploy a former rural
carrier, the former carrier may be assigned to any
vacant or residual route, or may take the assignment
of the junior regular carrier at the facility at which for-
merly employed. The displaced regular carrier will be
excessed in accordance with Article 12.5.A.1.
2. The Union, at the national and local levels, will take
affirmative steps to ensure that bargaining unit employ-
ees are informed that they may not pursue essentially
33
Article 15.5.B
contractual matters simultaneously under the grievance
and EEO process.
The Union, at the national and local levels, will not
encourage dual filing of grievances.
Section 5. Arbitration
A. General
An appeal to arbitration must be submitted within the time
limit for appeal as specified in this article. The National
President of the Union must submit the appeal to the
Employer at the national level.
Grievances appealed to arbitration are placed on the
appropriate pending arbitration list in order of earliest date
of appeal. There will be one pending list for grievances
appealed to National Arbitration and two pending lists for
grievances appealed to Area Arbitration for each Area
Panel; one for discharge cases and the second for all other
cases. Appeals received on the same date will be placed in
sequence based on the Employer’s grievance number from
lowest to highest.
Cases shall be scheduled for arbitration at the National
level in accordance with the procedures set forth in
Section 15.5.C., and at the Area level in accordance
with the procedures set forth in Section 15.5.D.
Any dispute as to arbitrability may be submitted and deter-
mined by the arbitrator. The arbitrator’s determination shall
be final and binding. The arbitrator shall render the award
within thirty (30) days of the close of the hearing, or if
briefs are submitted, within thirty (30) days of the receipt of
such briefs on cases which do not involve interpretation of
the Agreement, or are not of a technical or policy making
nature. On all other cases, the award shall be rendered
within thirty (30) days if possible. All decisions of the arbi-
trator shall be limited to the terms and provisions of this
Agreement and in no event may the terms and provisions
of this Agreement be altered, amended or modified by
the arbitrator. Unless otherwise provided in this Article,
all costs, fees and expenses charged by an arbitrator will
be borne by the party whose position is not sustained by
the arbitrator. In those cases of compromise where neither
party’s position is clearly sustained, the arbitrator shall be
responsible for assessing costs on an equitable basis.
B. Selection of Panels
National and Area Arbitration Panels are established as
set forth below.
Article 15.5.B
The members of these panels will be selected in accor-
dance with the procedure set forth below and will serve for
the term of this Agreement and shall continue to serve for six
(6) months unless the parties otherwise mutually agree. To
assure the expeditious processing of grievances, the parties
by agreement may increase the size of these panels at any
time. Should vacancies occur, or additional members be
required on the National or Area panels, such vacancies
shall be filled by mutual agreement as follows:
1. Area Panels
In the event the parties cannot agree on individuals to
serve on these panels, or to fill any vacancies which
may exist, a list of seven (7) arbitrators will be supplied
by the Federal Mediation and Conciliation Service
for each selection to be made. The parties shall then
proceed by alternately striking names from the list until
only one individual remains. Thereafter, the parties
shall offer the selected individual a position on the
panel.
2. National Panels
When vacancies occur or additional members may be
required on the National Panel(s), such vacancies will be
filled in accordance with the selection procedure mutually
agreed to by the parties at the national level.
C. National Arbitration
A National Panel of not more than three (3) arbitrators
will be established to hear pending cases involving
national interpretations or other cases which the par-
ties agree have substantial significance. Member(s) of
the Area Panel may by mutual agreement be mem-
ber(s) of the National Panel. Following the parties’
decision to request hearing dates from the national
arbitrators, these arbitrators will be assigned to hear
cases on a rotating basis. The case pending with the
earliest date of appeal to the national arbitration list
will be scheduled for hearing unless the parties agree
to schedule another case out of order.
Prior to the scheduled hearing, each party to the dispute
may separately submit to the arbitrator who has been
assigned the case, and to the other party to the dispute, a
statement setting forth the following:
a. The facts relevant to the grievance;
b. The issue in the case; and
c. The position(s) or contention(s) of the party submitting
34
the statement.
The parties may by mutual agreement submit a joint state-
ment to the arbitrator. A stenographic record will be taken
if requested by either party to the dispute. In such case, the
cost of such record shall be borne by the requesting party.
The other party, upon request, will be furnished a copy of
the record, in which case the cost of such record shall be
borne equally by both parties to the dispute.
D. Area Arbitration
An Area Panel of arbitrators will be established to hear all
cases not involving national issues. The parties may agree
to establish additional Area Panels, as needed, to ensure
geographical balance within the Area.
The Postal Service at the national level will request hearing
dates from the arbitrator(s) on each Area Panel for a six
(6) month period. A minimum of two (2) dates per month
will be requested from each arbitrator. The Postal Service
will provide the offered hearing dates to the Union, omitting
the name of the arbitrator associated with each submitted
date. The Union will accept or reject the offered dates
within fifteen (15) days of receipt. Cases will be scheduled
in two three (3) month increments in order of the earliest
date of appeal on the appropriate pending discharge list.
If there are other pending cases related to the employee’s
discharge grievance, these cases shall be scheduled for
hearing along with the discharge case. After all cases on
the pending discharge list have been scheduled for hear-
ing, the pending cases on the appropriate non-discharge
list will be scheduled in order of the earliest date of appeal.
Once a case is scheduled before an arbitrator, postpone-
ment and rescheduling such case shall be with the same
arbitrator, even if the hearing has not begun.
On one occasion during the 6-month period of accepted
hearing dates for each Area panel, either party may
elect to schedule the next pending case from the pending
non-discharge list even if there are cases pending on the
discharge list. If either party exercises this right, it will advise
the other party prior to the first 3-month scheduling period,
and the non-discharge case shall be scheduled on the last
available date of the second 3-month schedule.
Should a case scheduled for hearing be resolved, with-
drawn, or postponed more than 45 days prior to the
hearing date, the next case pending on the discharge list
for that Area Panel will be scheduled in its place. Should
a case scheduled for hearing be resolved, withdrawn, or
postponed less than 45 days, but more than 15 days prior
to the hearing date, the next case pending on the discharge

list for that district will be scheduled in its place. If there are
no other discharge cases pending in the same district, the
next pending non-discharge case in the same district will be
scheduled. If there are no pending non-discharge cases in
the same district, the parties may mutually agree to sched-
ule a pending discharge case for a different district within
the same Area Panel.
If the parties cancel an arbitration hearing date, resulting in
a fee to the arbitrator, the party responsible for the cancel-
lation is responsible for the fee. If the cancelled date is the
result of mutual settlement or the unavailability of a back-up
case, the parties will share in the cost of the fee.
Normally, a stenographic record shall not be taken at
these hearings, nor post-hearing briefs filed. However,
either party may make exception to this policy. Arbitration
hearings shall be held during working hours. Employee
witnesses shall be on Employer time when appearing at the
hearing provided the time spent as a witness is part of the
employee’s regular working hours.
ARTICLE 16
DISCIPLINE PROCEDURE
Section 1. Statement of Principle
In the administration of this Article, a basic principle shall be that
discipline should be corrective in nature, rather than punitive.
No employee may be disciplined or discharged except for just
cause such as, but not limited to, insubordination, pilferage,
intoxication (drugs or alcohol), incompetence, failure to perform
work as requested, violation of the terms of this Agreement, or
failure to observe safety rules and regulations. Any such disci-
pline or discharge shall be subject to the grievance-arbitration
procedure provided for in this Agreement, which could result in
reinstatement and restitution, including back pay.
For minor offenses by an employee, management has a respon-
sibility to discuss such matters with the employee. Discussions of
this type shall be held in private between the employee and the
supervisor. Such discussions are not considered discipline and
are not grievable.
Following such discussions, there is no prohibition against the
supervisor and/or the employee making a personal notation of
the date and subject matter for their own personal record(s).
However, no notation or other information pertaining to such
discussion shall be included in the employee’s personnel fold-
er. While such discussions may not be cited as an element of
a prior adverse record in any subsequent disciplinary action
against an employee, they may be, where relevant and time-
ly, relied upon to establish that employees have been made
aware of their obligations and responsibilities.
35
Article 16.3
The appropriate discipline which should be issued to a rural
carrier craft employee may differ according to the offense;
however, it is generally the case for those offenses that warrant
progressive discipline, employees receive: letter of warning,
seven-day suspension, fourteen-day suspension, and removal.
Section 2. Letter of Warning
A letter of warning is a disciplinary notice in writing, identified
as an official disciplinary letter of warning which shall include
an explanation of a deficiency or misconduct to be corrected.
Section 3. Suspensions
Suspensions shall not be served as time-off, but will be paper
suspensions except in those cases when an employee is in a
non-duty, non-pay status as described in Sections 4. and 5.
below. Such paper suspensions shall indicate the length of
the suspension with a written notice of the charges against the
employee.
An employee who has received a fourteen (14) day paper
suspension will be given a day of reflection, provided it is
agreeable to the Union. If the employee is directed to take the
day of reflection he or she will be placed in a paid, non-duty
status for one (1) scheduled work day. The purpose of the day
of reflection is for the employee to reflect upon the seriousness
of the factors which led to the discipline, to consider that should
the deficiency not be corrected, the employee can normally
expect that the next step of progressive discipline will be remov-
al, and to resolve to correct his or her behavior to conform to
the standards necessary for the employee to remain with the
Postal Service.
Prior to the employee being directed to take a day of reflection,
the employee’s Union representative and the Employer will
conduct a mandatory session with the employee. During this
session both the Union representative and the Employer will
discuss with the employee the seriousness of his or her deficien-
cy and attempt to reach an understanding and commitment by
the employee to use the day of reflection on how to correct his
or her deficiency and avoid subsequent removal. Both parties
will impress upon the employee that should the employee fail to
correct his or her behavior, the employee can normally expect
that the next step of the progressive discipline will be removal.
The Union’s participation in this session will not prejudice the
Union’s position in grievance-arbitration on the merits of the
discipline. Failure to grant an employee a day of reflection will
not be considered a denial of due process or be considered a
procedural or substantive defense if the employee is subsequent-
ly removed.
Article 16.4
Section 4. Discharge or Crime Situation
In the case of discharge, any employee shall be entitled to an
advance written notice of the charges against the employee
and shall remain either on the job or on the clock at the option
of the Employer for a period of thirty (30) days. Thereafter, the
employee shall remain on the rolls (non-pay status) until disposi-
tion of the employee’s case has been had either by settlement
with the Union or through exhaustion of the grievance-arbitration
procedure.
When there is a reasonable cause to believe an employee is guilty
of a crime for which a sentence of imprisonment can be imposed,
the advance notice requirement shall not apply and such an
employee may be immediately removed from a pay status.
Nothing in Section 3 will preclude time-off suspensions in instanc-
es where modification of a discharge is agreed to by the parties
as a settlement or a third party determines to reduce the penalty
of discharge to a time-off suspension. Such instances of time-off
suspension or non-pay, non-duty status do not entitle the employ-
ee to a day of reflection.
Section 5. Emergency Procedure
An employee may be immediately placed on an off-duty status
(without pay) by the Employer, but remain on the rolls where the
allegation involves intoxication (use of drugs or alcohol), pilfer-
age, or failure to observe safety rules and regulations, or in cases
where retaining the employee on duty may result in damage to
U.S. Postal Service property, loss of mail or funds, or where the
employee may be injurious to self or others. The employee shall
remain on the rolls (non-pay status) until disposition of the case
has been had. If it is proposed to discharge the employee, the
emergency action taken under this section may be made the
subject of a separate grievance.
Section 6. Review of Discipline
In no case may a suspension or discharge be imposed upon
an employee unless the proposed disciplinary action has
first been reviewed and concurred in by a higher authority.
Such concurrence shall be in writing.
In associate post offices of twenty (20) or less employees, or
where there is no higher level supervisor than the supervisor
who proposes to initiate suspension or discharge, the proposed
disciplinary action shall first be reviewed and concurred in by a
higher authority outside such installation or post office before any
proposed disciplinary action is taken.
Section 7. Veterans’ Preference
A preference eligible is not hereunder deprived of whatever
36
rights of appeal the employee may have under the Veterans’
Preference Act. However, if the employee appeals under the
Veterans’ Preference Act, the employee thereby waives access
to any procedure under this Agreement beyond Step 3 of the
grievance-arbitration procedure.
A preference eligible who chooses to appeal the suspension of
more than fourteen (14) days or the employee’s discharge to the
Merit Systems Protection Board (MSPB) rather than through the
grievance-arbitration procedure shall remain on the rolls (non-
pay status) until disposition of the employee’s case has been had
either by settlement or through exhaustion of the MSPB appeal.
Section 8. Employee Discipline Records
The records of a disciplinary action against an employee shall
not be considered in any subsequent disciplinary action if there
has been no disciplinary action initiated against the employee for
a period of two (2) years, except that a Letter of Warning shall
not be considered in any subsequent disciplinary action if there
has been no disciplinary action initiated against the employee for
a period of one (1) year.
ARTICLE 17
REPRESENTATION
Section 1. Stewards
Stewards may be designated for the purpose of investigating,
presenting and adjusting grievances.
Section 2. Appointment of Stewards
A. Union Certification
The Union will certify to the Employer in writing a steward
or stewards and alternates in accordance with the follow-
ing general guidelines. Where more than one steward is
appointed, one shall be designated chief steward. The
selection and appointment of stewards or chief stewards is
the sole and exclusive function of the Union. Stewards will
be certified to represent employees in specific work loca-
tion(s). The number of stewards shall be in accordance with
the formula as set forth below:
Up to 49 rural carrier craft employees per post office,
station or branch — 1 steward
50 or more employees — 2 stewards
B. Non-Employee Stewards
1. At the option of the Union, representatives not on the

Employer’s payroll shall be entitled to perform the func-
tions of a steward provided such representatives are
certified in writing to the Employer at the area level and
providing such representatives act in lieu of stewards
designated under the provisions of 2.A above.
2. A local steward who retires may continue to act as a
local steward for a reasonable period of time at no cost
to the Employer.
C. Other Union Representatives
1. To provide steward service to a number of small
installations where a steward is not provided, a
Union representative (district representative, assis-
tant district representative, or area steward) certi-
fied to the Employer in writing and compensated
by the Union may perform the duties of a steward.
2. Under the above conditions, except for the written
certification, the district representative may also
act in the absence of a local steward.
3. A district representative, an assistant district represen-
tative, or an area steward may handle a particular
grievance in lieu of the local steward only upon written
notification by the district representative to the local
management.
Section 3. Rights of Stewards
When it is necessary for a steward to leave the work area to inves-
tigate and adjust grievances or to investigate a specific problem
to determine whether to file a grievance, the steward shall request
permission from the immediate supervisor, and such request shall
not be unreasonably denied. In the event the duties require the
steward to leave the work area and enter another area within
the post office, the steward must also receive permission from the
supervisor from the other area the steward wishes to enter, and
such request shall not be unreasonably denied.
The steward or other Union representative properly certified in
accordance with Section 2. above may request and shall obtain
access through the appropriate supervisor to review the docu-
ments, files and other records necessary for processing a griev-
ance or determining if a grievance exists and shall have the right
to interview the aggrieved employee(s), supervisors and witnesses
during working hours. Such requests shall not be unreasonably
denied.
If an employee requests a steward or Union representative to be
present during the course of an interrogation by the Inspection
Service, such request will be granted. All polygraph tests will con-
37
Article 17.6.A
tinue to be on a voluntary basis.
Section 4. Payment of Stewards
The Employer will authorize payment only under the following
conditions:
Grievances:
Steps 1 and 2 — One Union steward (only as permitted in
Section 2.A) for time actually spent in grievance handling,
including investigation and meetings with the Employer. The
Employer will also compensate a steward for the time reason-
ably necessary to write a grievance. The aggrieved will be
compensated (or provided equivalent auxiliary assistance)
for time actually spent discussing the dispute with their imme-
diate supervisor and for completing the employee portion
of PS Form 8191(if applicable) in accordance with Article
15.3(Step 1) a.
Steward hours actually spent in grievance handling, including
investigation and meetings with the Employer, will be record-
ed and accumulated. Upon the accumulation of eight (8)
hours, a Z day will be provided. On those occasions where
the steward will be unreasonably delayed, auxiliary assis-
tance will be provided the steward, and the hours will not be
recorded or accumulated.
Section 5. Union Participation in New
Employee Orientation
A representative identified by the Union shall be notified and
provided ample opportunity to address new employees during
the course of any employment orientation program for new
rural carriers, provided that this provision does not preclude
the Employer from addressing employees concerning the same
subject. The Union may choose to address new employees at
the academy.
Section 6. Checkoff
A. Deductions by Employer
In conformity with Section 2 of the Act, 39 U.S.C. 1205,
without cost to the Union, the Employer shall deduct and
remit to the Union the regular and periodic Union dues
from the pay of employees who are members of the Union,
provided that the Employer has received a written assign-
ment which shall be irrevocable for a period of not more
than one (1) year, from each employee on whose account
such deductions are to be made. The Employer agrees to
remit to the Union all deductions to which it is entitled prior
to the end of the month for which such deductions are made.
Deductions shall be in such amounts as are designated to
the Employer in writing by the Union. The Employer shall
Article 17.6.A
provide the Union a Dues Remittance Report in an electronic
format on a pay period basis.
B. Dues Authorization Form
The authorization of such deductions shall be in the follow-
ing form: page 39.
C. Standard Form 1187 Honored
Notwithstanding the foregoing, employees’ dues
deduction authorizations (Standard Form 1187), which
are presently on file with the Employer on behalf of the
Union, shall continue to be honored and given full force
and effect by the Employer unless and until revoked in
accordance with their terms.
D. Payroll Deductions
The Employer agrees that it will continue in effect, but
without cost to employees, its existing program of payroll
deductions at the request and on behalf of employees for
remittance to financial institutions including credit unions.
In addition, the Employer agrees, without cost to the
employee, to make payroll deductions on behalf of such
organizations as the Union shall designate to receive funds
to provide group automobile insurance for employees and/
or homeowners/tenant liability insurance for employees,
provided only one insurance carrier is selected to provide
such coverage.
ARTICLE 18
NO STRIKE
Section 1. Statement of Principle
The Union on behalf of its members agrees that it will not
call or sanction a strike or slowdown.
Section 2. Union Actions
The Union or its local Unions will take reasonable action to
avoid such activity, and where such activity occurs, immedi-
ately inform striking employees they are in violation of this
Agreement and order said employees back to work.
Section 3. Union Liability
It is agreed that the Union or its local Unions which comply
with the requirements of this Article shall not be liable for
38
the unauthorized action of their members or other postal
employees.
Section 4. Legal Impact
The parties agree that the provisions of this Article shall not be
used in any way to defeat any current or future legal action
involving the constitutionality of existing or future legislation
prohibiting federal employees from engaging in strike actions.
The parties further agree that the obligations undertaken in this
Article are in no way contingent upon the final determination of
such constitutional issues.
ARTICLE 19
HANDBOOKS AND MANUALS
Section 1. Statement of Principle
Those parts of all handbooks, manuals, and published regula-
tions of the Postal Service, that directly relate to wages, hours
or working conditions, as they apply to employees covered
by this Agreement, shall contain nothing that conflicts with this
Agreement, and shall be continued in effect except that the
Employer shall have the right to make changes that are not
inconsistent with this Agreement and that are fair, reasonable,
and equitable. This includes, but is not limited to, the Employee
and Labor Relations Manual (ELM) and Handbook F-21, Time
and Attendance.
Section 2. Initial Notice of Proposed Changes
Notice of such proposed changes that directly relate to
wages, hours, or working conditions will be furnished to the
Union at the national level at least thirty (30) days prior to
issuance. Such notice shall identify the proposed changes in
the appropriate handbook or manual, as they apply to the
Rural Carrier Craft. After receipt of the notice, the Union may
request a meeting concerning the proposed changes. Such
request must be made within fifteen (15) days of receipt of
the notice; and the meeting must be scheduled and held
within thirty (30) days after receipt of the notice unless
mutually agreed otherwise.
Section 3. Final Notice and Arbitration
Following the meeting and prior to publication, the Union will be
given a final written notification of the changes which shall include
any modifications to the initial proposed changes. Upon receipt
of this final notice, if the Union believes the changes violate the
National Agreement (including this Article), it may then submit the
issue to arbitration in accordance with the arbitration procedure
within thirty (30) days after receipt of the final notice. Absent a
 Dues Withholding Form 1187

Revised
NRLCA Form 1187 UNITED STATES POSTAL SERVICE
2017 RURAL CARRIER
CLASSIFICATION
AUTHORIZATION FOR DEDUCTION OF DUES
Regular PTF Relief ARC

(SOCIAL SECURITY NUMBER) (USPS EMPLOYEE I.D. NUMBER)

LAST NAME FIRST NAME MI

MAILING ADDRESS CITY STATE ZIP CODE + 4

POSTAL INSTALLATION WHERE EMPLOYED ZIP CODE OF INSTALLATION INSTALLATION FINANCE NO.

SECTION A - AUTHORIZATION BY EMPLOYEE

I hereby assign to the National Rural Letter Carriers’ Association, from any salary or wages earned or to be earned by me as
your employee (in my present or any future employment by you) such regular and periodic membership dues as the union may certify as due
and owing from me, as may be established from time to time by said Union. I authorize and direct you to deduct such amounts from my pay
and to remit same to said Union at such times and in such manner as may be agreed upon between you and the Union at any time while this
authorization is in effect.
This assignment, authorization and direction shall be irrevocable for a period of one (1) year from the date of delivery hereof to
you, and I agree and direct that this assignment, authorization and direction shall be automatically renewed, and shall be irrevocable
for successive periods of one (1) year, unless written notice is given by me to you and the Union not more than twenty (20) days and
not less than ten (10) days prior to the expiration of each period of one year.
This assignment is freely made pursuant to the provisions of the Postal Reorganization Act and is not contingent upon the existence of any
agreement between you and my Union.
Contributions or gifts (including dues) to the NRLCA are not tax deductible as charitable contributions. However, they may be tax
deductible under other provisions of the Internal Revenue Code.

EMPLOYEE SIGNATURE DATE PHONE EMAIL ADDRESS

SECTION B- FOR USE BY STATE ASSOCIATION

R - NATIONAL RURAL LETTER CARRIERS' ASSOCIATION

SIGNATURE OF ACCEPTING UNION OFFICIAL DATE
LOC # STATE
I hereby certify that the dues of this organization for the above named member, for

the applicable designation, are currently established at $ per pay period. DATE REMIT #

, STATE SECRETARY
SECTION C- FOR USE BY NATIONAL ASSOCIATION
Date of Delivery to Employer (For National Office use)

ANNIVERSARY DATE TO BE USED

AT USPS PERSONNEL OFFICE

Send to:

39
Article 19.3
request for a meeting in accordance with the time limit set forth
above, a request for arbitration must be submitted within forty-five
(45) days of receipt of the initial notice of proposed changes.
Copies of those parts of all new handbooks, manuals and regula-
tions that directly relate to wages, hours and working conditions,
as they apply to employees covered by this Agreement, shall be
furnished the Union upon issuance.
ARTICLE 20
PARKING
Section 1. Existing Parking Program
The existing parking program will remain in effect.
Section 2. Parking Security
Recognizing the need for adequate security for employees in
parking areas, and while enroute to and from parking areas,
the Employer will take reasonable steps, based on the specific
needs of the individual location, to safeguard employee security,
including, but not limited to, establishing liaison with local police
authorities, requesting the assignment of additional uniformed
police in the area, improving lighting and fencing, and where
available, utilizing mobile security force patrols.
Section 3. Priority Parking
Rural carrier vehicles used for mail delivery will be given
priority parking over non-delivery official vehicles, customer
vehicles and privately owned vehicles not used for the deliv-
ery of mail.
ARTICLE 21
BENEFIT PLANS
Section 1. Health Benefits
The method for determining the Employer bi-weekly con-
tributions to the cost of employee health insurance under
the Federal Employees’ Health Benefits Program (FEHBP)
will be as follows:
A. The Office of Personnel Management (OPM) shall calcu-
late the subscription charges under the FEHBP that will be
in effect the following January with respect to self only, self
plus one, and self and family enrollments.
B. The bi-weekly Employer contribution for self only, self plus
one, and self and family plans is adjusted to an amount
equal to 72% in 2023, 2024, and January 2025, of the
weighted average bi-weekly premiums under the FEHBP as
determined by OPM. The adjustment begins on the effective
40
date determined by OPM in January 2023, January 2024,
and January 2025.
C. The weight to be given to a particular subscription charge
for each FEHBP plan and option will be based on the num-
ber of enrollees in each such plan and option for whom
contributions have been received from employers covered
by the FEHBP as determined by OPM.
D. The amount necessary to pay the total charge for enroll-
ment after the Employer’s contribution is deducted shall
be withheld from the pay of each enrolled employee. To
the extent permitted by law, the Employer shall continue
to permit employees covered by this Agreement to make
their premium contributions to the cost of each plan on
a pre-tax basis, and shall continue to extend eligibility to
such employees for U.S. Postal Service’s flexible spending
account plans for unreimbursed health care expenses and
work-related dependent child care and elder care expens-
es as authorized under Section 125 of the Internal Revenue
Code.
E. The limitation upon the Employer’s contribution towards
any individual employee shall be 75% in 2023, 2024,
and 2025, of the subscription charge under the FEHBP in
2023, 2024, and 2025.
Section 2. Health Benefit Brochures
When a new employee who is eligible for enrollment in the
Federal Employees’ Health Benefit Program enters the Postal
Service, the employee shall be furnished a copy of the Health
Benefit Plan brochure of the Union.
Section 3. Life Insurance
The Employer shall maintain the current life insurance pro-
gram in effect during the term of this Agreement.
Section 4. Retirement
The provisions of Chapter 83 of Title 5 of the U.S. Code and
any amendments thereto shall continue to apply to employees
covered by this Agreement.
Section 5. Injury Compensation
Employees covered by this Agreement shall be covered by sub-
chapter I of Chapter 81 of Title 5 and any amendments thereto
relating to compensation for work injuries.

The Employer will promulgate appropriate regulations which
comply with applicable regulations of the Office of Workers’
Compensation Programs and any amendments thereto.
ARTICLE 22
BULLETIN BOARDS
The Employer shall furnish a separate bulletin board for the
exclusive use of the Union, subject to the conditions stated
herein, if space is available. If a bulletin board is not avail-
able, some space will be made available for the purpose
outlined in this Article. The Union may place their literature
rack in swing rooms, if space is available. Only suitable
notices and literature may be posted or placed in literature
racks. There shall be no posting or placement of literature
in literature racks except upon the authority of officially
designated representatives of the Union.
ARTICLE 23
RIGHTS OF UNION OFFICIALS TO ENTER
POSTAL INSTALLATIONS
Upon reasonable notice to the Employer, duly authorized repre-
sentatives of the Union shall be permitted to enter postal instal-
lations for the purpose of performing and engaging in official
Union duties and business related to the Collective Bargaining
Agreement. There shall be no interruption of the work of employ-
ees due to such visits and representatives shall adhere to the
established security regulations.
ARTICLE 24
EMPLOYEES ON LEAVE WITH
REGARD TO UNION BUSINESS
Section 1. Continuation of Benefits
Any employee on leave without pay to devote full or part-time
service to the Union shall be credited with step increases as if
the employee had been in a pay status. Retirement benefits will
accrue on the basis of the employee’s step so attained, provid-
ed the employee makes contributions to the retirement fund in
accordance with current procedure. Annual and sick leave will
be earned in accordance with existing procedures based on
hours worked.
Section 2. Leave for Union Conventions
Employees will be granted annual leave or leave without pay at
the election of the employee to attend National, State and Area
Union Conventions provided that a request for leave has been
submitted by the employee to the installation head as soon as
practicable and provided that approval of such leave does not
41
Article 25.4
seriously adversely affect the service needs of the installation.
Section 3. Leave Replacement
In the event a leave replacement is not available on a rural
route, the installation head will make every reasonable effort to
secure a leave replacement.
ARTICLE 25
HIGHER LEVEL ASSIGNMENTS
Section 1. Salary Computation
A regular rural carrier is paid based on the evaluation of the
route to which the carrier is assigned for the first 30 days of
the temporary higher-level assignment. At the beginning of the
next pay period following completion of the first 30 days, the
carrier’s salary is converted to that of a 40-hour evaluated route,
attained step. The salary is then adjusted in accordance with
the salary rules for changes under the salary schedule to which
assigned.
Section 2. Work Week
A rural carrier who normally serves a route six (6) days a week
or six (6) days every other week who is detailed to a position
under a different salary schedule for five 8-hour days in a ser-
vice week will be paid for the full work week without carrying
the route on Saturday.
Section 3. Written Order
Any employee detailed to higher level of work shall be given
a written management order, (Form 1723, Assignment Order),
stating the beginning and approximate termination, and direct-
ing the employee to perform the duties of the higher level posi-
tion. A copy of the Assignment Order shall be provided to the
district representative. Such written order shall be accepted as
authorization for the higher level pay. The failure of manage-
ment to give a written order is not grounds for denial of higher
level pay if the employee was otherwise directed to perform
the duties.
Section 4. Assignments in Excess of 180
Calendar Days
Once a regular rural carrier has been detailed to a higher
level of work for a period of 180 calendar days, inclusive
of the first 30 days of the assignment prior to the salary
adjustment, the regular rural carrier must return to the
assigned route. The regular rural carrier may not perform
Article 25.4
another higher level assignment for a period of 90 calen-
dar days.
ARTICLE 26
ENERGY SHORTAGES
In the event of an energy crisis, the Employer shall make every
reasonable attempt to secure a high priority from the appropri-
ate federal agency to obtain the fuel necessary for the satisfac-
tory maintenance of postal operations. In such a case, or in the
event of any serious widespread energy shortage, the Employer
and the Union shall meet at the national level to discuss the
problems and proposed solutions.
ARTICLE 27
EMPLOYEE CLAIMS
Section 1. Statement of Principle
Subject to a $10 minimum, an employee may file a claim
within fourteen (14) days of the date of when the employee
has learned or may reasonably have been expected to have
learned of the loss or damage and be reimbursed for loss or
damage to the employee’s personal property, except for motor
vehicles and the contents thereof, taking into consideration
depreciation where the loss or damage was suffered in connec-
tion with or incident to employment while on duty or while on
postal premises. The possession of the property must have been
reasonable or proper under the circumstances and the damage
or loss must not have been caused in whole or in part by the
negligent or wrongful act of the employee. Loss or damage will
not be compensated when it resulted from normal wear and tear
associated with day-to-day living and working conditions.
The above procedure does not apply to motor vehicles and
the contents thereof. For such claims, employees may utilize
the procedures of the Federal Tort Claims Act in accordance
with Part 25 of the Administrative Support Manual. Tort claims
are for damage or loss of property, personal injury, or death
caused by the negligent or wrongful act or omission of an
employee (other than the claimant) while acting within the scope
of employment. The procedure specified therein shall be the
exclusive procedure for such claims, which shall not be subject
to the grievance-arbitration procedure. A tort claim may be filed
on SF 95, which will be made available by the installation head
or designee.
Section 2. Claims Procedure
Claims should be documented, if possible, and submitted with
recommendations by the Union steward to the Employer at the
local level. The Employer will submit the claim, with the employ-
42
ee’s and the steward’s recommendation, to the district office for
determination. An adverse determination may be appealed to
Step 3 of the grievance-arbitration procedure.
ARTICLE 28
EMPLOYER CLAIMS
Section 1. Statement of Principle
The parties agree that continued public confidence in the
Postal Service requires the proper care and handling of USPS
property, postal funds, and the mails. In advance of any money
demand upon an employee for any reason, the employee must
be informed in writing and the demand must include the reasons
therefor.
Section 2. Shortages in Fixed Credits
Employees who are assigned fixed credits or vending credits
shall be strictly accountable for the amount of the credit. If any
shortage occurs, the employee shall be financially liable unless
the employee exercised reasonable care in the performance of
the employee’s duties. In this regard, the Employer agrees to:
A. Continue to provide adequate security for all employ-
ees responsible for postal funds;
B. Prohibit an employee from using the fixed credit or
other financial accountability of any other employee
without permission;
C. Grant the opportunity to an employee to be present when-
ever the fixed credit is being audited and, if the employee
is not available, to have a witness of the employee’s choice
present; and
D. Absolve an employee of any liability for loss from cashing
checks if that employee follows established procedures.
Section 3. Loss or Damage of the Mails
An employee is responsible for the protection of the mails
entrusted to the employee. Such employee shall not be finan-
cially liable for any loss, rifling, damage, wrong delivery of or
depredation of the mails or failure to collect or remit C.O.D.
funds unless the employee failed to exercise reasonable care.
Section 4. Damage to USPS Property and
Vehicles
An employee shall be financially liable for any loss or dam-
 Article 30.1.C

age to property of the Employer including leased property employee’s driving privileges without regard for the indi-
and vehicles only when the loss or damage was the result vidual accident circumstances.
of misconduct of such employee.
Section 3. Initial Certification
Section 5. Collection Procedures
An employee shall receive Vehicle Familiarization and Safe
A. If a grievance is initiated and advanced through the griev- Operation Certification when the employee has a valid State
ance-arbitration procedure or a petition has been filed pur- driver’s license, has satisfactorily completed the Postal Service
suant to the Debt Collection Act, regardless of the amount driver’s training and has a satisfactory driving history.
and type of debt, collection of the debt will be delayed until
disposition of the grievance and/or petition has been had, Section 4. Employee Notification
either through settlement or exhaustion of contractual and/
An employee must inform the supervisor immediately of the revo-
or administrative remedies.
cation or suspension of the employee’s State driver’s license.
B. No more than 15 percent of an employee’s disposable
pay or 20 percent of the employee’s biweekly gross
pay, whichever is lower, may be deducted each pay
Section 5. Licensed Drivers Provided by
period to satisfy a postal debt, unless the parties agree, Employee
in writing, to a different amount.
In the event a regular rural carrier, substitute rural carrier or
ARTICLE 29 a Designation 74-0/79-0 rural carrier associate loses his or
LIMITATION ON REVOCATION her driving privileges, a licensed driver meeting the Employer’s
driving standards may be provided by the regular rural carrier,
OF DRIVING PRIVILEGES substitute rural carrier or the Designation 74-0/79-0 rural car-
rier associate at the carrier’s option and expense for a period
Section 1. Employer’s Right to Revoke not to exceed one (1) year. This paragraph is applicable to only
the employee’s personal vehicle.
An employee’s driving privileges may be revoked or sus-
pended when the on-duty record shows that the employee
is an unsafe driver. ARTICLE 30
WORKING RULES FOR
Section 2. Revocation Considerations RURAL CARRIERS
Elements of an employee’s on-duty record which may be used Section 1. General Provisions
to determine whether the employee is an unsafe driver include,
but are not limited to, traffic law violations, accidents or failure A. Even Flow of Mail
to meet required physical or operation standards.
The Employer shall make every effort to maintain consis-
When a revocation, suspension, or reinstatement of an employ-
tent processing of mail.
ee’s driving privileges is under consideration, only the on-duty
record will be considered in making a final determination. An
B. Space and Working Conditions
employee’s driving privileges will be automatically revoked or
suspended concurrently with any revocation or suspension of
A reasonable amount of space and adequate working
the employee’s state driver’s license and restored upon rein-
conditions consistent with the capacity of the facility shall be
statement. In the event such revocation or suspension of the state
provided each rural carrier to prepare mail for delivery.
driver’s license is with the condition that the employee may oper-
ate a vehicle for employment purposes, the employee’s driving
C. Non-Conforming Boxes
privileges will not be automatically revoked. When revocation,
suspension, or reinstatement of an employee’s driving privileges
A rural carrier may not be required to serve a box which
is under consideration based on the on-duty record, such condi-
tional revocation or suspension of the state driver’s license may does not conform to the Employer’s delivery standards.
be considered in making a final determination.

No installation will maintain a practice of revoking an

43
Article 30.1.D
D. Roads and Approaches
Rural carriers shall be required to provide service to all
customers on their assigned routes. The Employer shall
be kept informed of road conditions on rural routes
and shall endeavor to obtain cooperation from high-
way officials and customers in keeping roads passable
and in good repair and approaches to boxes opened.
E. Route Remeasurement
Rural routes shall be remeasured upon request of the rural
carrier or when the Employer determines it necessary. The
rural carrier assigned to the route has the right to be present
in a non-duty status at the remeasurement.
F. Lunch Break
1. Rural carrier craft employees may stop for not
more than thirty (30) minutes for lunch. If carriers
stop for lunch, the exact time used must be record-
ed.
2. Lunch may be taken in segments of less than thirty (30)
minutes, at the carrier’s option, provided the time taken
does not exceed thirty (30) minutes. Segments may be
taken in the office or on the route, provided the normal
schedule is maintained to the extent possible. The par-
ties agree that the lunch time taken by the carrier is not
compensable.
3. Rural carrier craft employees may be permitted to
travel a reasonable distance off their prescribed
line of travel to and from an authorized lunch stop.
G. Scheduling
Scheduling is the responsibility of the Employer. Schedules
shall be realistic, based upon the receipt and availability
of the mail, the route evaluation, and other related service
considerations. The rural carrier will receive reasonable
advance notice when the schedule is to be changed. When
the Employer changes the relief day of the regular carrier in
accordance with Article 9.2.C.5.d. and 9.2.C.5.e., the carrier
will receive notice of the change no later than the Saturday of
the service week preceding the effective week of the change.
H. Acts of God
When Acts of God prevent an employee from perform-
ing the employee’s duty, the Employer may authorize
administrative leave. Equipment Maintenance Allowance
will be paid for each service day a rural carrier reports to
the post office and is scheduled to perform delivery. If the
44
carrier fails to serve all or any portion of the route due to
lack of proper endeavor or any failure for which the carri-
er is responsible, appropriate deductions from salary and
Equipment Maintenance Allowance will be made based
on miles omitted.
I. Turning in Mail and Funds
Rural carriers will turn in all mail and funds upon their return
from the route. Normally, the Employer will arrange for hand-
to-hand transfer of accountability. However, the Employer
may provide other suitable methods for relieving the carrier of
accountability. In either event, the rural carrier’s liability shall
be determined as specified in Article 28, Employer Claims.
J. Carrier’s Rights in Route Adjustments
The regular rural carrier assigned to the route shall be noti-
fied in advance of any route adjustments and afforded the
opportunity to submit comments in writing. The comments will
be considered as a factor when such adjustments are under
consideration and before any decision is made. Substantial
route adjustments must be approved at a level higher than
the installation and, if requested in writing, will be reviewed at
the district level, except for adjustments to avoid actual work
hours in excess of 2,080 during the guarantee period.
K. Affixing Stamps
During the month of December, rural carriers shall not be
required to affix stamps to letter mail and greeting cards
placed in rural boxes for collection. During the remainder
of the year, every effort should be made to urge rural
customers to affix stamps to letter mail. Rural carriers shall
not be required to affix stamps to more than a reasonable
number of pieces of letter-size mail from a box.
L. Roster of Customers
When the rural carrier is required to maintain a roster of
customers, this roster shall be maintained, at the carrier’s
option, on either a loose-leaf binder form or a card index
form.
M. Driver Certification
When an employee in the rural carrier craft is required to be
absent from duty to receive Vehicle Familiarization and Safe
Operation Certification, the carrier shall be in a pay status
and shall not be charged with leave for the day.

N. Use of Seat Belts
The Employer’s current national policy on the use of seat
belts by rural carriers will be continued unless changed
pursuant to the provisions of this Agreement.
O. Identification Badges
Identification badges are issued for security control of access
to postal premises and operations and to identify individuals
as Postal Service employees. An identification badge shall
be provided to each rural carrier to be displayed on the
outer garment over the left breast during official duty hours.
When this is not practicable, the identification badge is worn
in plain view on the belt or as prescribed by the installation
head.
P. Other Route Assignments
A regular rural carrier shall not be required to serve all
or part of any rural route other than his or her assigned
route except as provided in ELM, Section 546.
Section 2. Special Provisions for Part-time
Flexible Rural Carriers, Substitutes,
Rural Carrier Associates, and Rural
Carrier Relief Employees
A. Appointment
1. Rural carrier associates (RCAs) are selected by the
Employer from a hiring list, except that the Employer
may appoint a former regular carrier in accordance
with Memorandum #10 on page 65. RCAs shall be
appointed only to fill leave replacement vacancies on
regular routes or auxiliary routes. In addition, a part-
time flexible rural carrier may be appointed as an RCA
provided there is a leave-replacement vacancy in the
office in which the part-time flexible rural carrier seeks
appointment. The part-time flexible rural carrier must
resign his or her career position at least six (6) days
prior to the effective date of the RCA appointment.
2. The Employer shall make every effort to expeditiously
fill leave-replacement vacancies when they occur.
Regular rural carriers shall have the right to require
that a leave replacement be assigned to their route.
3. The establishment of a part-time flexible rural carri-
er assignment is at the discretion of the Employer.
How- ever, the Employer is required to establish such
assignments equal to ten percent (10%) of the
45
Article 30.2.A.3.c
number of K routes in the office, when the relief
day of one or more regular routes is changed in
accordance with Article 9.2.C.5. Additionally, a
part-time flexible assignment will be established
when hiring efforts have been unsuccessful following
the regular rural carrier’s request for assignment of a
leave replacement, provided the part-time flexible rural
carrier will be assigned two (2) K routes.
Once a part-time flexible rural carrier assignment
is established, it shall be posted at the post office,
including stations and branches, for all substitute rural
carriers, and RCAs with one (1) year of continuous
service as an RCA. The posted notice shall clearly
state the method(s) to be used for eligible rural carri-
ers to submit bids using their Employee Identification
Number and the bidding method stated on the posting.
The notice shall state that a part-time flexible rural
carrier cannot decline conversion to regular status.
The notice shall be posted for ten (10) calendar days.
Bids may only be withdrawn during the 10-day posting
period.
a. The assignment will be awarded to the sub-
stitute rural carrier applicant having accrued
the longest period of continuous service as
a substitute rural carrier and auxiliary rural
carrier in that office, unless another substitute
rural carrier is deemed to be substantially
better qualified. Such continuous service is
that which occurred immediately prior to the
appointment.
b. If the vacant part-time flexible rural carrier assign-
ment still exists, it shall be awarded to the RCA
with one (1) year of continuous service as
an RCA, who has accrued the longest period of
continuous service as an RCA in that office, unless
another RCA is deemed to be substantially better
qualified.
c. Should a substitute or RCA on the rolls (non-pay
status) pursuant to Article 16.4 or 16.5 be award-
ed a bid under Article 30.2.A.3 (including district
postings), the RCA’s or substitute’s conversion to
career status will be processed after disposition of
the employee’s case either by settlement with the
Union or through exhaustion of the grievance-ar-
bitration procedure, provided the employee is
returned to the rural carrier craft. The effective date
of any such employee’s conversion to career status
will be the pay period of the employee’s return to
work unless otherwise indicated in the disposition
of the employee’s case.
Article 30.2.A.3.d
d. The posted assignment shall be awarded within
ten (10) days. The employee shall be placed in
the new assignment within twenty-one (21) days
of being designated the successful bidder.
e. If the vacant part-time flexible assignment still
exists, the vacancy shall be posted, using the
posting criteria as outlined in item 3, within ten
(10) days for all part-time flexible rural carriers,
substitutes and RCAs with one (1) year of con-
tinuous service as an RCA, within the district.
The notice shall be posted for fifteen (15) days
at each office within the district. Bids may only be
withdrawn during the 15-day posting period.
f. The order of consideration shall be part-time flex-
ible rural carriers based on the longest period of
continuous service as a part-time flexible rural car-
rier; substitute rural carriers based on the longest
period of continuous service as a substitute rural
carrier and auxiliary rural carrier; and RCAs with
one year of continuous service as an RCA
based on the longest period of continuous service
as an RCA. Awarding the assignment shall be the
same as stated in subsections c. and d.
g. If the vacancy still exists, the part-time flex-
ible assignment will be posted again in the
vacancy post office, including station and
branches, for all non-probationary RCAs in the
office. The time requirements for posting and
awarding of the part-time flexible rural carrier
assignment and placement of the successful
applicant are the same as provided above.
The assignment will be awarded to the RCA
applicant having accrued the longest period
of continuous service in that office.
h. If the vacancy still exists, management may fill
the assignment in accordance with Handbook
EL-312, Employment and Placement. This includes,
but is not limited to, the reassignment of a qualified
regular rural carrier, part-time flexible rural carrier,
substitute or RCA.
B. Probationary Period (See also Article 12.1)
1. The probationary period for a rural carrier associate or
assistant rural carrier shall be 90 days actually worked
or one calendar year, whichever comes first. All other
applicable provisions of Article 12.1 shall apply.
2. A change from rural carrier associate to regular rural
carrier shall not interrupt or otherwise change the
46
running of the time counted toward completion of the
probationary period.
3. A change from substitute or rural carrier associate
to part-time flexible rural carrier shall not require a
new probationary period.
4. A change from substitute, rural carrier associate, or
part-time flexible rural carrier to regular rural carrier
shall not require a new probationary period.
5. A change from rural carrier relief employee to rural
carrier associate shall not require a new probation-
ary period.
6. A change from part-time flexible rural carrier to rural
carrier associate shall not require a new probationary
period.
7. A change from regular rural carrier to rural carrier
associate shall not require a new probationary period.
8. A change from regular rural carrier to part-time flexible
rural carrier shall not require a new probationary peri-
od.
9. A change from assistant rural carrier to rural carrier
associate shall not interrupt or otherwise change the
running of the time counted toward completion of the
probationary period.
C. Assignment to or Utilization on More than One Regular
Route
1. Part-time flexible rural carriers may be assigned as the
primary leave replacement on more than one regular
route. The part-time flexible may also be utilized on
any regular route where the primary leave replacement
is not available and any auxiliary route where the
assigned leave replacement is not available.
2. When necessary or desirable, a substitute, rural car-
rier associate, or rural carrier relief employee who is
assigned to one route may be utilized on up to three
routes. However, the employee’s prime responsibility is
to the assigned route.
3. Not more than one part-time flexible rural carrier,
substitute, rural carrier associate, or rural carrier relief
employee will be assigned for each regular rural route.
4. When a regular rural carrier is on extended leave with-
out pay for National Rural Letter Carriers’ Association
official business, the person serving the route of such a
rural carrier shall be entitled to a leave replacement.

D. Unavailability of a Leave Replacement
1. A leave replacement assignment list showing the
primary leave replacements assigned to each route
and the second and third leave replacements to be
utilized on each route, if any, will be posted in each
office. Qualified substitutes, rural carrier associates,
and rural carrier relief employees will be designated
as the second and third leave replacements for each
route based on the longest period of continuous ser-
vice in the office. In no instance will these employees
be shown as leave replacements on more than three
routes on the assignment list.
2. Whenever the leave replacement assigned to serve
a route is temporarily unavailable or no leave
replacement is assigned to the route, the Employer
may require a part-time flexible rural carrier to
serve the route prior to requiring those substi-
tutes, rural carrier associates, or rural carrier relief
employees who are the second or third leave
replacements designated for that route on the
leave replacement assignment list.
3. If the second and third leave replacements des-
ignated for the route are unavailable, and a part-
time flexible rural carrier has not been designated
to serve the route, the route shall be assigned
to qualified substitutes, rural carrier associates,
or rural carrier relief employees assigned to that
delivery unit in the order of the longest peri-
od of continuous service in the office. Qualified
is defined for Subsection D.1. and 3. as having
received training on or been utilized on the route.
Delivery unit is defined for this purpose as a physical
location containing one or more five-digit ZIP Codes
under the control of one postmaster or station/branch
manager. This does not include annexes, stations, or
branches under the control of a different postmaster or
station/branch manager.
4. If no qualified substitutes, rural carrier associates, or
rural carrier relief employees within the delivery unit
are available, the Employer may designate any other
leave replacement in the office prior to selecting a
regular rural carrier to work in accordance with Article
8.5.
5. If no other leave replacements in the office
are available, the Employer may schedule a leave
replacement from another office before selecting
a regular rural carrier to work in accordance with
Article 8.5. If a leave replacement is scheduled to
47
Article 30.2.F.2
case and carry a regular rural route in his or her
assigned office, the leave replacement is consid-
ered unavailable to work in another office.
6. In emergencies, when the services of a substitute, rural
carrier associate, or rural carrier relief employee are
not available, another qualified employee may be
designated by the Employer.
E. Filling a Leave Replacement Vacancy
1. When a vacancy occurs in the leave replacement
ranks, management may add it to a part-time flex-
ible rural carrier’s assignment or it shall be offered,
at the time of the initial vacancy, to qualified sub-
stitutes, rural carrier associates, and rural carrier
relief employees in that office in the order of the
longest period of continuous service in the office,
without regard to classification. If the vacancy con-
tinues to exist and the route has been substantially
changed (i.e., classification, relief day, or assign-
ment of vehicle) or the regular carrier assigned to
the route has been on an extended absence for
more than 30 calendar days, the assignment(s)
shall be offered again to qualified substitutes, rural
carrier associates, and rural carrier relief employ-
ees in the office in the order of the longest period
of continuous service in the office, without regard
to classification.
2. If a part-time flexible rural carrier vacancy exists,
the Employer will have the option of eliminat-
ing the part-time flexible rural carrier position or
posting the assignment in accordance with Article
30.2.A.3.
F. Reassignment (Transfer) to Another Office
1. A substitute, rural carrier associate, or rural carrier
relief employee, who has completed the probationary
period and then submits a written request for reassign-
ment, may be reassigned from one office to another,
provided a vacancy exists in the leave-replacement
ranks in the office to which reassignment is requested.
A vacancy exists if the total number of leave replace-
ments assigned to an office is less than the total number
of routes in that office. In addition, a leave replace-
ment vacancy exists if the only route in the office is
an auxiliary route and there is no assigned leave
replacement or assigned back-up leave replacement.
Such reassignment shall be considered an in-service
placement.
2. When a regular rural route is transferred from
Article 30.2.F.2
one office to another, the substitute, rural carrier
associate, or rural carrier relief employee desig-
nated to serve the route being transferred shall
be privileged to transfer with the route to the new
office. If the employee transfers with the route, the
transferring employee retains seniority gained at
the original office, and the employee’s seniority is
merged with the seniority of all substitutes, rural
carrier associates, and rural carrier relief employees
assigned to the same finance number in the new
office.
G. Filling an Auxiliary Route
1. In offices where it becomes necessary to change
the relief day of one or more regular routes in
accordance with Article 9.2.C.5.b., all auxiliary
routes will be six-day assignments. Those substi-
tutes, RCAs, and RCRs assigned to auxiliary routes
and continuing to serve as the primary leave
replacement on the assigned regular route, must
make an election to serve the auxiliary route six
days per week or to relinquish the auxiliary route
and serve as a leave replacement. This election
must be effective within 30 days of the date on
which the Employer implements the formula out-
lined in Article 9.2.C.5.b.
a. If the employee elects to continue to serve as
the leave replacement on the assigned regular
route, the auxiliary route will be filled in accor-
dance with Article 30.2.G.2.
b. If the employee elects to serve the auxiliary
route six days per week, any relinquished
leave replacement assignment shall be filled
in accordance with Article 30.2.E.1.
c. The employee assigned to an auxiliary route
may accept a subsequent leave replacement
vacancy in accordance with Article 30.2.E.
However, upon accepting another leave
replacement assignment, the employee will
relinquish the auxiliary route.
2. When an auxiliary route is to be filled, the route
will be offered to qualified substitutes, rural carrier
associates, and rural carrier relief employees in the
order of the longest continuous period of service
at that office, without regard to classification.
3. In offices that have changed the relief days of
one or more regular routes in accordance with
Article 9.2.C.5.b., upon accepting an auxiliary route
assignment, the employee must relinquish the
48
leave replacement assignment and serve on the
auxiliary route six days per week. The relinquished
leave replacement assignment shall be filled in
accordance with Article 30.2.E.1.
4. In offices that have not changed the relief days
of one or more regular routes in accordance with
Article 9.2.C.5.b., upon accepting an auxiliary route
assignment, the employee must make an election
to serve the auxiliary route six days per week
or continue to serve the auxiliary route and on
the assigned regular route as the primary leave
replacement.
a. An employee serving the auxiliary route and
serving on the assigned regular route as the pri-
mary leave replacement may subsequently elect
to serve the auxiliary route six days, if mutually
agreeable between the carrier and the installation
head. Upon this election, Article 30.2.G.1.b. will
apply.
b. An employee serving the auxiliary route six
days may accept a subsequent leave-replacement
vacancy in accordance with Article 30.2.E.
5. After completion of the assigned auxiliary route or pri-
mary route assignment, a leave replacement assigned
to serve the auxiliary route may be utilized on any
other auxiliary route or may provide auxiliary assis-
tance on any regular route.
6. When the leave replacement assigned to serve the
auxiliary route is unavailable, the Employer may
require a part-time flexible rural carrier to serve the
route or the assignment shall be offered to other sub-
stitutes, rural carrier associates, and rural carrier relief
employees in the office in the order of the longest
period of continuous service in that office, without
regard to classification. If there are none available, the
Employer shall select another qualified person to serve
the auxiliary route.
7. When an auxiliary route is created in part or in whole
from territory formerly served by another post office
and no substitute, rural carrier associate, or rural carri-
er relief employee is available in the office from which
the auxiliary route emanates, the route will be offered
to the substitute, rural carrier associate, or rural carrier
relief employee in the office from which the territory
was taken in accordance with Article 30.2.G.2. The
substitute, rural carrier associate, or rural carrier relief
employee shall then be transferred to the new office
where the auxiliary route was created.

8. When a substitute, rural carrier associate, or rural car-
rier relief employee is assigned to an auxiliary route
and the employee’s assigned regular route becomes
vacant or the regular carrier is on extended absence,
the employee must elect either the auxiliary route
assignment or the assignment on the regular route. If
the employee elects to serve full-time on the assigned
regular route, the election shall not be effective until
(and may be revoked by the employee prior to) the
91st day of the employee’s full-time regular route
assignment, at which time the auxiliary route assign-
ment shall be relinquished and then offered to other
employees in accordance with Article 30.2.G.2.
If the employee elects to continue to serve on the aux-
iliary route rather than serve full-time on the regular
route, (or revokes an election to serve full-time on the
regular route prior to the effective date), the employee
shall relinquish the primary leave-replacement assign-
ment at the end of the next full pay period, and the
leave-replacement vacancy shall be offered to other
employees in accordance with Article 30.2.E. Upon
relinquishing the primary leave replacement-assign-
ment, the employee shall accept another primary
leave replacement vacancy in accordance with Article
30.2.E., or, if none is available, shall work the auxiliary
route full-time in accordance with Article 30.2.G.4. If
the office subsequently reassigns relief days in accor-
dance with Article 9.2.C.5.b., the employee will be
required to serve the auxiliary route full-time.
H. Relief Day on Vacant J and K Routes
When a substitute, rural carrier associate, or rural carrier
relief employee is serving full-time on a vacant route or
during the absence of the regular carrier, a relief day
shall be granted, in the case of a J route or a K route, if
requested by the employee and if a leave replacement is
available, or if required by local management.
I. Excess Substitute, RCA, and RCR Determination
In the event a rural route at an office is eliminated for
any reason, the determination of the excess employee
shall be made in the following manner:
1. If there are RCRs in the office, the RCR with the shortest
period of continuous service in their position in the
office shall be terminated.
2. If there are no RCRs in the office, the substitute or
the RCA with the shortest period of continuous
service in their position in the office shall be termi-
nated.
49
Article 30.2.O
J. Financial Liability
A part-time flexible rural carrier, substitute, rural carri-
er associate, rural carrier relief employee, or auxiliary
carrier shall have any financial liability determined in
accordance with Article 28, Employer Claims.
K. Non-Discrimination
Article 2 shall apply to part-time flexible rural carriers,
substitutes, rural carrier associates, rural carrier relief
employees, and auxiliary carriers.
L. Benefits for Substitutes
Articles 10 and 21 shall apply to substitute rural carriers
only to the extent of maintaining their current benefit
levels, if any, except as provided in Article 10.5.
M. Discipline Procedure
Article 16, except for the day of reflection, shall apply to
part-time flexible rural carriers, substitute rural carriers,
rural carrier associates, and rural carrier relief employ-
ees.
In addition to the provisions of Article 16, the following
actions shall constitute just cause for removal of rural
carrier associates and rural carrier relief employees:
repeated unavailability for work, failure to maintain the
regular schedule within reasonable limits, delay of mail,
and failure to perform satisfactorily in the office.
N. Grievance-Arbitration
Part-time flexible rural carriers, substitutes, rural carrier
associates, rural carrier relief employees, and assistant
rural carriers shall have access to Article 15, Grievance
and Arbitration Procedure, to appeal an alleged violation
of the applicable provisions of Article 30 or the applicable
provisions of any other Articles in which they are specifical-
ly named.
O. Leave Replacement Working Evaluated Hours
When a substitute, rural carrier associate, or rural carrier
relief employee assigned to a route is working the route as
a leave replacement or serving full time on a vacant route,
or where the carrier is on extended leave, the employee is
entitled to work at least the evaluated hours of the assigned
route and then may be replaced to avoid payment of
overtime or additional overtime. A part-time flexible rural
carrier is only entitled, on a weekly basis, to a combination
Article 30.2.O
of leave and evaluated hours equal to the total of one day’s
evaluation of each of the assigned primary routes. A part-
time flexible rural carrier may not use leave to generate
overtime.
P. Sunday Work
An office-wide list will be established for substitutes, rural
carrier associates, and rural carrier relief employees who
desire to work on Sunday. When there is a need to work
leave replacements on Sunday, the Employer may require
a part-time flexible rural carrier work prior to selecting qual-
ified employees from the list. The Employer will make every
reasonable effort to avoid requiring substitutes, RCAs, and
RCRs not on the list to work.
Q. Additional Duties
Leave replacements may be required to perform duties in
addition to the route assignment, such as auxiliary assis-
tance on other routes, Priority Mail Express duties, etc.
When performing additional duties, the leave replacement
will receive compensation at the hourly rate, in addition to
the daily evaluated hours for the assigned route.
ARTICLE 31
UNION-MANAGEMENT
COOPERATION
Section 1. Union Membership Solicitation
The Union may, through employees employed by the
Employer, solicit employees for membership in the Union
and receive Union dues from employees in non-work areas
of the Employer’s premises, provided such activity is carried
out in a manner which does not interfere with the orderly
conduct of the Employer’s operation.
Section 2. Requests for Information
The Employer will make available for inspection by the Union all
relevant information necessary for collective bargaining or the
enforcement, administration or interpretation of this Agreement,
including information necessary to determine whether to file or
to continue the processing of a grievance under this Agreement.
Upon the request of the Union, the Employer will furnish such
information, provided, however, that the Employer may require
the Union to reimburse the USPS for any costs reasonably
incurred in obtaining the information. When the Union has
previously failed to pay a fee within 30 days of billing, prior to
fulfilling another information request, the Union will be required
to pay the full amount owed and make advance payment of the
50
estimated fees associated with its current information request.
Requests for information relating to local matters must be sub-
mitted by an authorized steward in writing to the installation
head or designee. Requests for information relating to policy
matters at a district or area level will be submitted by a National
Executive Committeeman, in writing, to the appropriate Area
Manager, Labor Relations. All other requests for information
shall be directed by the National President of the Union to the
Vice-President, Labor Relations or designee.
Except as specified above, nothing herein shall waive any
rights the Union may have to obtain information under the
National Labor Relations Act, as amended.
Section 3. Information Provided by the
Employer
The Employer shall provide the Union at its national headquar-
ters, in an electronic format to which the parties have agreed,
the following reports at the identified intervals listed below. In
the event the parties agree to any future changes to any report
the costs associated with such changes will be paid by the party
making the request.
A. Changes to Designations of Bargaining Unit
Employees
The Employer shall provide the Union at least once
a month with a list of hires, promotions, demotions,
and separations of bargaining unit employees for the
Union.
B. Bargaining Unit Employees’ Information
The Employer shall provide the Union at least once
a month a report containing the following infor-
mation concerning employees in the bargaining
unit: name, full address, Employee Identification
Number, district, craft designation, health bene-
fits enrollment code number, post office name,
finance number, class, salary, date of birth, gender
and date of hire.
C. Route Evaluation Report
The Employer shall provide the Union a report of
route evaluations containing the following information:
Office Finance Number, Post Office and ZIP Code,
Route Number, Length of Route, Carrier’s Step, Total
Standard (Hours and Minutes), Total Actual (Hours
and Minutes), Number of Vehicle Stops, Number
of Boxes, Office Standards (Hours and Minutes),
Route Standards, Boxholders, Method of EMA,

Volume Factor, Route Classification (M,H,J,K,L,A) and
Withdrawal Allowance. This report will be provided
as soon as possible after the effective date of a route
evaluation but no later than five pay periods after that
date.
D. Route Evaluation Data Report
The Employer shall provide the Union with the expand-
ed route evaluation report as soon as possible after
the effective date of a route evaluation, but no later
than five pay periods after that date.
E. Pay Code Report
The Employer shall provide the Union with a report
that will indicate the DACA Codes for all rural carri-
ers. The report will be provided every pay period.
F. DACA Code 3 and 5 Report
The Employer shall provide the Union with a report
that will include the total hours and payment for DACA
Code 3 and total hours and payment for DACA Code
5. The report will be provided every pay period.
Section 4. Meetings
The parties agree that labor-management meetings will be
scheduled at the national, area, district and local levels. The pur-
pose of such meetings shall be to discuss, explore, and consider
matters of mutual concern and to improve labor-management
relations, provided neither party shall attempt to change, add
to, or vary the terms of this collective bargaining agreement.
Grievances shall not be a subject for discussion at these meet-
ings. It is the intent of the parties that there be no fewer oppor-
tunities for meetings than existed in the previous Agreement.
Agenda items should be submitted and exchanged at least three
(3) days in advance of the scheduled meeting. The chairman
will be designated by the Employer.
The frequency, attendees, and type of agenda items considered
proper for discussion at meetings at the various levels are as
follows:
A. National Level
1. Frequency — Quarterly; however, by mutual agree-
ment additional meetings may be held.
2. Attendees — The national representatives of the Union
and Employer’s designated representatives.
3. Agenda Items — Items of national concern such as
51
Article 31.4.D.3
Human Rights, Mech. and Tech., Subcontracting,
Safety and Health, Jurisdiction, and other labor-man-
agement subjects.
4. Such meetings may be held via teleconference or any
other available electronic communication.
B. Area Level
1. Frequency — Semiannually; however, by mutual agree-
ment additional or less frequent meetings may be held.
2. Attendees — The area representatives of the Union and
Employer’s designated representatives.
3. Agenda Items — Items of area concern which affect
more than one office, such as Safety and Health,
Human Rights, and other labor-management subjects.
4. Such meetings may be held via teleconference or any
other available electronic communication.
C. District Level
1. Frequency — Semiannually; however, by mutual agree-
ment additional or less frequent meetings may be held.
2. Attendees — The representatives of the Union
(District Representative and/or Assistant District
Representative(s)) and Employer’s designated repre-
sentatives.
3. Agenda Items—Items of district-wide concern which
affect more than one office, such as Safety and Health,
Human Rights, and other labor-management subjects.
4. Such meetings may be held via teleconference or any
other available electronic communication.
D. Local Level
1. Frequency — Quarterly; unless in an office having few
carriers where the day-to-day relationship would ren-
der a meeting unprofitable. Meetings need not be held
if mutually agreeable by both parties.
2. Attendees — The local steward and Employer’s repre-
sentative(s).
3. Agenda Items — Items of local office concern such as
Safety and Health and other labor-management sub-
jects.
Article 31.4.D.4
4. The meeting shall be on official time, and the local
steward shall be granted administrative leave or auxil-
iary assistance or accumulate the actual time required
and be granted a day of administrative leave when
eight (8) hours have been accumulated.
ARTICLE 32
SUBCONTRACTING
Section 1. Statement of Principle
The Employer will give due consideration to public interest,
cost, efficiency, availability of equipment, and qualification of
employees when evaluating the need to subcontract.
Section 2. Advance Notice
The Employer will give advance notification to the Union at the
national level when subcontracting which will have a significant
impact on bargaining unit work is being considered and will
meet to consider the Union’s views on minimizing such impact.
No final decision on whether or not such work will be contract-
ed out will be made until the matter is discussed with the Union.
Section 3. Contract Delivery Service Renewal
Cycles
The Employer agrees to provide the Union with a schedule of
Contract Delivery Service Renewal Cycles as issued.
Section 4. Renewal of Contract Delivery
Service (CDS) Routes
The Employer and the Union agree that, in those instances in
which delivery is provided by contract delivery service routes in
offices with only rural delivery, a cost comparison will be com-
pleted prior to the renewal of any such contract delivery route.
Should rural delivery be at a cost less than CDS, the contract will
not be renewed and the route will be converted to rural deliv-
ery at the expiration of the contract. All territory under review
must qualify for rural delivery under the Employer’s regulations
before conversion.
Section 5. Contract Service
No expansion of the Employer’s current national policy on the
use of contract service in lieu of rural carriers will be made
except through the provisions of this Article, which are intended
to be controlling. The parties recognize that individual problems
in this area may be made the subject of a grievance under the
provisions of Article 15.
52
ARTICLE 33
PROMOTIONS
The Employer agrees to place particular emphasis upon career
advancement opportunities. First opportunity for promotions will
be given to qualified career employees. The Employer will assist
employees to improve their own skills through training and self-
help programs.
ARTICLE 34
WORK AND/OR TIME STANDARDS
Section 1. Statement of Principle
The principle of a fair day’s work for a fair day’s pay is recog-
nized by the parties to this Agreement.
Section 2. Work Measurement Systems
The Employer agrees that any work measurement systems or time
or work standards shall be fair, reasonable and equitable. The
Employer agrees that the Union through qualified representatives
will be kept informed during the making of time or work studies
which are to be used as a basis for changing current or instituting
new work measurement systems or work or time standards. The
Employer agrees that the National President of the Union may des-
ignate a qualified representative who may enter postal installations
for purposes of observing the making of time or work studies which
are to be used as the basis for changing current or instituting new
work measurement systems or work or time standards.
Section 3. Advance Notice to Union
The Employer agrees that before changing any current or institut-
ing any new work measurement systems or work or time standards,
it will notify the Union as far in advance as practicable.
Section 4. Meeting to Resolve Differences
Within a reasonable time, not to exceed ten (10) days after
the receipt of such notice, representatives of the Union and the
Employer shall meet for the purpose of resolving any differences
that may arise concerning such proposed work measurement sys-
tems or work or time standards.
Section 5. Notification
Following such meeting, the Union must be notified, in writing,
whether or not the proposed changes will be modified before
implementation.

Section 6. Grievance at National Level
If no agreement is reached within ten (10) days after receipt
of notification in Section 5, above, the Union may initiate a
grievance at the national level. If no grievance is initiated, the
Employer will implement the new work or time standards at its
discretion.
If a grievance is filed and is unresolved within ten (10) days,
and the Union decides to arbitrate, the matter must be submitted
to priority arbitration by the Union within ten (10) days.
Section 7. Arbitrator’s Award
The arbitrator’s award will be issued no later than sixty (60)
days after the commencement of the arbitration hearing. During
the period prior to the issuance of the arbitrator’s award, the
new work or time standards will not be implemented. Data
gathering efforts or work or time studies, however, may be con-
ducted during this period in any installation.
Section 8. Issue Before Arbitrator
The issue before the arbitrator will be whether the national
concepts involved in the new work or time standards are fair,
reasonable and equitable.
Section 9. Actions After Arbitrator’s Award
In the event the arbitrator rules that the national concepts
involved in the new work or time standards are not fair, reason-
able and equitable, such standards may not be implemented
by the Employer until they are modified to comply with the arbi-
trator’s award. In the event the arbitrator rules that the national
concepts involved in the new work or time standards are fair,
reasonable and equitable, the Employer may implement such
standards in any installation. No further grievances concerning
the national concepts involved may be initiated.
Section 10. Union Right to Conduct Study
After receipt of notification provided for in Section 5 of this
Article, the Union shall be permitted through qualified represen-
tatives to make time or work studies. The Union shall notify the
Employer within ten (10) days of its intent to conduct such stud-
ies. The Union studies shall not exceed ninety (90) days from
the date of such notice, during which time the Employer agrees
to postpone live implementation. There shall be no disruption of
operations or of the work of employees due to the making of
such studies.
Upon request, the Union representative shall be permitted to
53
Article 36.1
examine relevant available technical information, including
final data worksheets, that were used by the Employer in the
establishment of the new or changed work or time standards.
The Employer is to be kept informed during the making of such
Union studies and, upon the Employer’s request, the Employer
shall be permitted to examine relevant available technical
information, including final data worksheets, relied upon by the
Union.
ARTICLE 35
EMPLOYEE ASSISTANCE PROGRAM
Section 1. Statement of Principle
The Employer and the Union express strong support for programs
of self-help such as the Employee Assistance Program (EAP).
An employee’s voluntary participation in such programs will be
considered favorably in disciplinary action proceedings.
Section 2. Program Review
In offices having an EAP, the status and progress of the pro-
gram, including improving methods for identifying alcoholism
and drug abuse in its earliest stages and encouraging employ-
ees to obtain treatment without delay, will be proper subjects
for labor-management discussions. Such discussions shall not
breach the confidentiality of EAP participants.
Section 3. Employee Referrals
In postal installations having professional medical units, the
Employer will insure that the professional staffs maintain a current
listing of all local community federally-approved drug treatment
agencies for referring employees with such problems.
ARTICLE 36
CREDIT UNIONS AND TRAVEL
Section 1. Credit Unions
In the event that the Union or its local Unions presently oper-
ate or shall hereafter establish and charter credit unions, the
Employer shall, without charge, authorize and provide space,
if available, for the operation of such credit unions in federal
buildings, in other than workroom space.
Any postal employee who is an employee of any such credit
union or an officer, official, or board member of any such credit
union shall, if such employee can be spared, be granted annual
leave or leave without pay, at the option of the employee, for up
to eight (8) hours daily, to perform credit union duties.
Article 36.2
Section 2. Travel, Subsistence,
and Transportation
The Employer shall continue the current travel, subsistence and
transportation program. Payment will be governed by the travel
regulations as set forth in Postal Service Handbook F-15, Travel
and Relocation.
ARTICLE 37
SCOPE OF AGREEMENT
This Agreement constitutes the sole and entire existing agree-
ment between the parties and completely and correctly express-
es all of the rights and obligations of the parties.
The parties acknowledge that each had the opportunity to make
demands and proposals with respect to all collective bargaining
subjects. Each party agrees that for the life of this Agreement the
other party shall not be obligated to bargain with respect to any
subject not covered in this Agreement.
54
ARTICLE 38
SEPARABILITY AND DURATION
Section 1. Separability
Should any part of this Agreement or any provision contained
herein be rendered or declared invalid by reason of any existing
or subsequently enacted legislation or by a court of competent
jurisdiction, such invalidation of such part or provision of this
Agreement shall not invalidate the remaining portions of this
Agreement, and they shall remain in full force and effect.
Section 2. Effective Date and Duration
Unless otherwise provided, this Agreement shall be effective on
March 23, 2022, and shall remain in full force and effect to
and including 12 midnight May 20, 2024, and unless either
party desires to terminate or modify it, for successive annual
periods. The party demanding such termination or modification
must serve written notice of such intent to the other party, not
less than 90 or more than 120 days before the expiration date
of the Agreement.
THIS PAGE INTENTIONALLY LEFT BLANK

55
MOU #2

#2
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

The parties recognize the existing evaluated system of compensation to be a fair, reasonable, and equitable method of payment.
The parties further recognize that the evaluated system is comprised of elemental standards which may not in every instance be
adequate for an individual carrier; nevertheless, the parties agree that the standards, when examined collectively, represent a fair
day’s pay for rural carriers.

Where discrepancies develop in the element of the present route evaluation system, which has been in use for many years, and into
the time standards of the system that has been applied to office and road duties, the Employer may undertake studies to correct such
discrepancies so long as the changes are consistent with the principles of this memorandum and Article 34.

____________________________ ________________________
Joseph J. Mahon, Jr. Scottie B. Hicks
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

56
 MOU #3 and #4

#3
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Re: Bereavement Leave

NRLCA-represented employees may use a total of up to three workdays of annual leave, sick leave or leave without pay, to make
arrangements necessitated by the death of a family member or attend the funeral of a family member. Authorization of leave
beyond three workdays is subject to the conditions and requirements of Article 10 of the National Agreement and Subsection 510
of the Employee and Labor Relations Manual.

Definition of Family Member. “Family member” is defined as a:

(a) Son or daughter – a biological or adopted child, step-child, daughter-in-law or son-in-law;
(b) Spouse;
(c) Parent, mother-in-law or father-in-law;
(d) Sibling – brother, sister, brother-in-law or sister-in-law; or
(e) Grandparent.

Use of Sick Leave. For employees opting to use available sick leave, the leave will be charged to sick leave for dependent care,
if eligible.

Documentation. Documentation evidencing the death of the employee’s family member is required only when the supervisor deems
documentation desirable for the protection of the interest of the Postal Service.

________________________ _________________________

Doug A. Tulino Jeanette Dwyer

Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

#4
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

The parties agree that the time limits for filing a grievance appeal concerning a proposed removal shall begin from the date
of receipt of the notice of proposed removal; therefore, once a grievance is filed concerning such notice, it is not neces-
sary to also file a grievance on the letter of decision. In addition, receipt of a notice of proposed removal starts the 30-day
advance notice period of Article 16.4.

__________________________ __________________________
Joseph J. Mahon, Jr. Scottie B. Hicks
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association
57
MOU #5

#5
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Supplement to Article 16.7

1. As general principles, the parties agree that the purpose and intent of Article 16.7 is:

A. To afford preference eligible employees, because of their status under the Veterans’ Preference Act, a choice of
forums in which to obtain a resolution on the merits of certain adverse employer actions set forth in Chapter 75 of
Title 5, U.S. Code. (e.g., suspensions of more than 14 days, discharge), and
B. To prevent situations in which the Employer is required to defend the same adverse action before the MSPB and in
the Grievance-Arbitration procedure.

2. In accordance with the principles stated in 1. above, the following procedures shall be applied:

A. A preference eligible employee may both file a grievance and appeal to the MSPB, as appropriate, and the Union
shall be entitled, at its discretion, to pursue a grievance so filed to arbitration. However, the Union will be deemed
to have waived access to arbitration in any of the following circumstances:­

1. If at the time that the Union appeals the grievance to arbitration, the grievant also has an appeal pending
before the MSPB. (Postmark will constitute the date of appeal to arbitration; Postmark will also constitute date
of withdrawal of appeal to the MSPB);

2. If the grievant appeals the matter to the MSPB at anytime after the Union appeals the matter to arbitration.
(Postmark will constitute the date of the MSPB appeal);

3. If the MSPB issues a decision on the merits;

4. If at any time the MSPB begins a hearing on the merits;

5. If at any time the employee requests the MSPB to issue a decision on the record without a hearing and the
MSPB has closed the record; or

6. If at any time the employee and the Employer resolve the MSPB appeal through settlement.

3. In notices in which the Postal Service advises employees of their right to appeal to the MSPB, the following statement
shall be included:

“You have the right to file an MSPB appeal and a grievance on the same matter. However, if the MSPB issues a decision on the
merits of your appeal, if an MSPB hearing begins, if the MSPB closes the record after you request a decision without a hearing,
or if you settle the MSPB appeal, you will be deemed to have waived access to arbitration. Further, if you have an MSPB appeal
pending at the time the Union appeals your grievance to arbitration, or if you appeal to the MSPB after the grievance has been
appealed to arbitration, you will be deemed to have waived access to arbitration.”

4. If the Postal Service erroneously advises an employee that he or she is entitled as a result of veterans, preference to
appeal to the MSPB and if MSPB declines jurisdiction, the Union shall be entitled to reinstate the grievance that was
not appealed to arbitration after a Step 3 denial, because of the employee’s pending MSPB appeal, within 15 days from
receipt of notice that the MSPB has dismissed the appeal for lack of jurisdiction. (Receipt of notice shall be presumed to
have occurred 5 days from the date of the letter dismissing the appeal).

58
 MOU #6

5. At the Step 3 discussion of a grievance, the Union representative and the USPS representative each have an obligation
to inform the other of the existence of a companion MSPB appeal.

___________________________ ___________________________
Joseph J. Mahon, Jr. Scottie Hicks
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

#6
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

It is agreed that when, as a result of a job-related illness or injury, a regular rural carrier, except when assigned work pursuant to
the Memorandum of Understanding concerning Accommodation for Qualified Regular Rural Carriers with Disabilities, is unable to
perform all the duties of his or her assigned rural route for a period of two years, or has submitted medical certification that he or
she will be unable to perform all the duties of the assigned rural route for a period of two years, the employee must relinquish his or
her route and such route will be posted for bid in accordance with Article 12.3. The Employer may choose not to have the regular
carrier relinquish the route, if the Employer determines, after review of the medical documentation, that the carrier, with reasonable
assistance, is able to case and deliver his or her entire route. If after providing such assistance, the Employer subsequently chooses
to no longer provide the assistance to the carrier and the carrier is unable to perform all the duties of his or her assigned rural route,
the carrier must relinquish his or her route. The Employer’s decision to have the carrier relinquish or not relinquish his/her route is not
a grievable matter under the National Agreement.

Prior to posting a route relinquished after the two year period, the Employer will request that the employee provide medical certifi-
cation indicating whether the employee is, at that time, able to fully perform the duties of the assigned rural route. If the employee
fails to provide such certification within 30 days of notification to do so, or if the medical certification reflects that the employee is
unable to perform the full duties of the assignment, the route shall be posted, and the employee shall not be permitted to exercise
his or her bid rights as to that posting.

The parties agree that the period of two years is considered uninterrupted unless the regular rural carrier is able to perform all the
duties of his or her assigned rural route for a period of six or more consecutive months.

When a regular rural carrier relinquishes his or her route as a result of the above circumstances, has not yet been placed in a mod-
ified job assignment, and is working a limited duty assignment, the employee will become an unassigned regular rural carrier. Rural
routes numbers 960 through 979 may be created as needed, and the carrier will be assigned to one of these routes. The employee
will continue to perform the current limited duty assignment until the appropriate action is taken to have the carrier reassigned to a
modified job. Management will continue to make every effort to assign this employee to a modified job.

If the carrier becomes able to perform all the duties of the rural carrier position while unassigned, and a vacancy exists in the office,
the carrier will be allowed to bid on the vacancy. Should the carrier fail to bid on the vacancy, and there is a residual vacancy
resulting from the posting, the carrier will be assigned to the residual vacancy.

However, should a residual vacancy not occur as a result of the posting or a vacancy does not exist in the office, the carrier will
be treated as the excessed junior regular rural carrier, and reassigned in accordance with Article 12.5.A.1. Pursuant to 5 U.S.C.
8101(4), until the employee’s reassignment is completed, the employee will continue to receive the same rate of pay received on

59
MOU #7

the date of injury, the date disability begins, or the date of a qualifying recurrence, whichever is greater.

When a regular rural carrier relinquishes his or her route as a result of the above circumstances, has not yet been placed in
a modified job assignment, and is in an injured on duty/leave without pay (IOD/LWOP) status, rural routes 980 through 989
may be created and the carrier assigned accordingly. Only those employees who are in an IOD/LWOP status may be placed
on rural routes 980 through 989 because salary payments will not generate from these routes.

When creating both the 960-979 and the 980-989 routes, the route data for the newly created route must reflect the route
data of the route to which the employee was assigned on the date the compensable illness or injury occurred.

________________________ _______________________
Andrea B. Wilson Gus Baffa
Manager President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

#7
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

It is agreed that the following procedure will be used in situations in which an employee, who has not been provided an accommo-
dation in accordance with the Rehabilitation Act, is temporarily unable to perform all of the duties of his or her normal rural carrier
assignment.

1. Regular rural carriers who are temporarily unable to fully perform the duties of the bid-for position will be allowed to bid for
a rural carrier assignment in accordance with Article 12.3 of the USPS-NRLCA National Agreement, provided the employ-
ee will be able to perform the duties of the bid-for position within the lesser period, either; six (6) months from the time the
bid is awarded or the remainder of the two (2) year period described in MOU #6 regarding relinquishing the route when
a regular carrier is unable to perform all the duties of the assigned rural route for a period of two years. During this period,
the position shall be held in abeyance and shall not be awarded to the employee until such time that he or she is able to
perform the duties of the bid-for position. A regular carrier who has relinquished his or her route in accordance with MOU
#6 is not eligible to hold an assignment in abeyance pursuant to this MOU.

2. Substitutes and Rural Carrier Associates (RCA) who are temporarily unable to fully perform the duties of a bid-for regular
rural carrier position or a Part-time Flexible Rural Carrier (PTF) position will be allowed to bid for the rural carrier assignment
in accordance with Article 12.3. or Article 30.2.A.3. of the USPS-NRLCA National Agreement, provided the employee will
be able to perform the duties of the bid-for position within six (6) months from the time the bid is awarded. During this period,
the position shall be held in abeyance and shall not be awarded to the employee until such time that he or she is able to
perform the duties of the bid-for position.

3. PTF rural carriers who are temporarily unable to fully perform the duties of a vacant regular position, will not be awarded
the regular position and the vacant regular position shall be held in abeyance provided the employee will be able to per-
form the duties of the regular position within six (6) months from the time the position would have been awarded. During
this period, the position shall be held in abeyance and shall not be awarded to the employee until such time that he or she
is able to perform the duties of the bid-for position.

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 MOU #8

4. An employee currently holding an assignment in abeyance in accordance with items 1. or 2. above, may elect to bid on
other vacancies in accordance with Article 12.3. Should the employee become the successful bidder, the employee relin-
quishes the first assignment and the subsequent assignment is held in abeyance for the remainder of the period described
above in items 1. or 2. Pursuant to Article 12.3., when vacant regular rural routes are posted at the post office where a
PTF rural carrier is currently holding a regular rural route assignment in abeyance in accordance with item 3. above, the
PTF will be permitted to bid on other vacant regular routes. The PTF must submit a written bid during the 10-day posting
period. Should the PTF become the successful bidder, the PTF relinquishes the assignment being held in abeyance and the
subsequent assignment is held in abeyance for the remainder of the period described above in item 3. Submitting a bid for
other vacancies pursuant to this item does not extend the time period described above in items 1, 2 or 3. An employee must
be able to perform the duties of the subsequent assignment within the abeyance period established by the first bid under this
MOU.

5. Prior to the award of the bid-for position the employee must have on file or must provide medical certification indicating that
the employee will be able to fully perform the duties of the bid-for position within the period described in items 1., 2., 3., or
4. If the employee fails to provide such certification, the position will not be held in abeyance and will be awarded to the
next senior bidder in accordance with Article 12.3. or Article 30.2.A.3.

6. If at the end of the abeyance period described in items 1., 2., 3., or 4., the employee is still unable to perform the duties of
the bid-for position, the position shall be reposted for bidding in accordance with Article 12.3. or Article 30.2.A.3. of the
USPS-NRLCA National Agreement and the employee shall not be permitted to hold any positions in abeyance until they
have returned to full duty.

7. If, during or at the end of the abeyance period described in items 1., 2., 3., or 4., the employee is able to fully perform the
duties of the bid-for position, the position held in abeyance will be awarded at the beginning of the next full pay period
following the notification of return to full duty.

8. When an absent regular, PTF, substitute or RCA rural carrier has so requested in writing, stating the employee’s mailing
address, a copy of any notice inviting bids from the craft shall be mailed to the employee by the installation head or desig-
nee.

________________________ _______________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

#8

MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Right-Hand Drive Vehicles

1. Right-Hand Drive Vehicles - Manufactured

The parties recognize the value of rural carriers operating right-hand drive vehicles on rural routes and, therefore, agree that during

61
MOU #8

the term of the 2021 National Agreement, a regular rural carrier, part-time flexible rural carrier, substitute, rural carrier relief, or
rural carrier associate employee who has completed his or her probationary period and who purchases a manufactured right-hand
drive vehicle, will receive a one-time payment of $1,000 for purchasing and utilizing the right-hand drive vehicle for the purpose of
providing service on his or her assigned route(s).

A vehicle will be considered a manufactured right-hand drive vehicle provided it falls into one of the two categories that follow:

A. Factory Right-Hand Drive Vehicle

1. The right-hand drive vehicle purchased must be a new current model year vehicle or prior model year vehicle that has
not previously been titled; and

2. The manufacturer such as Chrysler or Subaru produces the vehicle as a right-hand drive vehicle; or

B. Re-Engineered Right-Hand Drive Vehicle

1. The vehicle must be five years or less in age at the time the rural carrier has the vehicle re-engineered;

2. The vehicle has been re-engineered to right-hand drive specifications as determined or approved by the parties;

3. The steering wheel is affixed on the right-hand side of the front passenger compartment and is the only steering column
of the vehicle;

4. The brake and gas pedals are fixed and mounted on the right-hand side of the front passenger compartment and are
the only brake and gas pedals for the vehicle;

5. The vehicle is equipped with an automatic transmission; and

6. The horn, turn signals, and warning lights are easily accessible to the driver.

In order to receive the incentive, no rural carrier may have previously received an incentive payment for the vehicle. A right-hand
drive modification kit or surplus USPS vehicle is not considered a valid purchase for the manufactured vehicle incentive payment.
Additionally, the carrier must commit to use the purchased right-hand drive vehicle to serve the route for a period of three (3) years.

2. Right-Hand Drive Vehicle Conversions

In further recognition of the value of rural carriers operating right-hand drive vehicles on rural routes, the parties agree that during
the term of the 2021 National Agreement, rural carriers who convert a vehicle to a right-hand drive configuration, will receive a one-
time incentive payment of $500 for utilizing the vehicle in an acceptable right-hand drive configuration for the purpose of providing
service on his or her assigned route(s).

A. In order for a rural carrier to be eligible for the $500 conversion incentive payment, the vehicle converted to a right-hand
drive configuration must be five years or less in age at the time of conversion. The right-hand drive conversion is considered
acceptable if:

1. The right-hand drive steering wheel operates the vehicle turning mechanism via a pulley or chain system attached to
the primary steering column or the right-hand steering column is fixed directly into the gearbox of the vehicle;

2. The brake and gas pedals are fixed and mounted on the right-hand side of the front passenger compartment. The brake
and gas pedals may operate the primary vehicle pedals via a metal bar or other device;

3. The vehicle is equipped with an automatic transmission;

4. The horn, turn signals, and warning lights are reasonably accessible to the driver from the right-hand side sitting posi-
tion;

62
 MOU #8

5. The vehicle must be able to pass state vehicle inspection in the state the vehicle is registered and the state in
which it is operated; and

6. The conversion does not interfere with vehicle standard safety equipment such as airbags and does not cause
Department of Transportation issues.

B. Converted vehicles not meeting these requirements are considered unacceptable right-hand drive conversions and no incentive will
be paid. Also, a vehicle could be unacceptable if there is any other reason to believe the conversion mechanism is unsafe. Passengers
cannot be carried in the left-hand front seat of a pulley- or chain-operated system while the carrier is using the vehicle to perform his/
her official duties associated with route delivery. Additionally, the carrier must commit to use the converted right-hand drive vehicle
to serve the assigned route(s) for a period of three (3) years.

3. Right-Hand Drive Vehicles - Used

During the term of the 2021 National Agreement, rural carriers who purchase used right-hand drive vehicles, manufactured or con-
verted, meeting the restrictions as found in 1. or 2. above, on which a $1,000 or $500 incentive payment has not been previously
paid, will be eligible for a $500 incentive payment provided that the vehicle is five years or less in age at the time of purchase and
the carrier commits to use the right-hand drive vehicle to serve the route for a period of three (3) years.

4. Assignment

The Postal Service also agrees that any regular carrier who is eligible to receive an incentive under this MOU, will not be assigned
a postal-owned or postal-leased vehicle for a three-year period from the date of purchase of or conversion to a right-hand drive
vehicle. This three-year period will remain in effect as long as the carrier remains on a route on which no postal vehicle is provided
and continues to utilize the right-hand drive vehicle to effect delivery. Discontinued use of the right-hand drive vehicle will void the
three-year waiver and could result in full or partial recovery of any incentive payment.

In order to be eligible for the three-year waiver, a regular rural carrier must advise the postmaster/manager, in writing, that he/
she intends to purchase a right-hand drive vehicle or convert a vehicle to a right-hand drive configuration for use on the route(s)
and that the purchase or conversion will be completed within sixty (60) calendar days. The postmaster/manager must advise the
carrier, in writing, within ten (10) working days as to whether or not the Postal Service intends to provide a vehicle for the route. In
these instances, the Postal Service will provide a vehicle for the route within 90 days of the carrier’s written notification
of intent.

The Postal Service may advise the carrier anytime during the three-year waiver period of its intent to provide a vehicle at the end of
the period. The applicable provisions of the March 7, 1988 Memorandum of Understanding concerning Employer-provided vehicles
to rural routes would go into effect at that time.

The incentive payment and three-year waiver do not apply when a carrier purchases, re-engineers, or converts a vehicle to a right-
hand drive vehicle after being notified by the Postal Service of its intent to provide a postal-owned or postal-leased vehicle for the
route, or when a carrier is assigned to or bids on a route which already has a postal-owned or postal-leased vehicle assigned to
the route.

5. Incentive Payment

Rural carrier eligibility for an incentive payment and three-year waiver will be in effect over the term of this Agreement. In order to
receive the manufactured vehicle $1,000 incentive payment, the rural carrier must submit a copy of the vehicle sales receipt or a
receipt for the re-engineering dated within the term of the 2021 Agreement, the vehicle identification number and postmaster/man-
ager certification. In order to receive the used right-hand drive or vehicle conversion $500 incentive payment, the rural carrier must
submit a copy of the vehicle or conversion kit sales receipt dated within the term of the 2021 Agreement, the vehicle identification
number and postmaster/manager certification that the carrier has purchased or converted a right-hand drive vehicle for use on the
route.

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MOU #9

Any previously-owned manufactured or converted right-hand drive vehicle on which an incentive payment has been
previously paid will not qualify for a second $1,000 or $500 incentive payment. No rural carrier may receive an incentive
payment more than once every three years. Incentive payment requests will be submitted based on instructions issued by
appropriate district personnel.

________________________ _______________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

#9
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Availability of USPS Surplus Vehicles

The parties recognize the value of rural carriers operating right-hand drive vehicles on rural routes and the responsibility to provide
for the safety of the rural carriers while in the performance of their duties. Therefore, the following represents the revised policy as it
relates to the sale of surplus postal vehicles to rural carriers.

When right-hand drive vehicles become surplus, the Headquarters Office of Fleet Management will determine their disposition as
operable vehicles, parts-only vehicles or scrap. Fifteen days prior to offering surplus right-hand drive vehicles for public sale, the local
manager, Vehicle Maintenance Facility, will notify all local offices with rural delivery in the VMF service area, that rural carriers may
purchase these vehicles exclusively for two (2) business days immediately preceding the start of a general sale. The rural carrier must
certify that he or she intends to use the vehicle in conjunction with his or her duties and responsibilities as a rural carrier.

After being offered for sale for two days to rural carriers, surplus right-hand drive vehicles may then be offered for immedi-
ate sale to the general public and all eligible postal employees, including rural carriers, in accordance with the current sales
policy.

Employees intending to purchase a surplus right-hand drive postal service vehicle will be granted leave to the maximum extent prac-
ticable to attend at least one of the two exclusive sale days.

_________________________ _________________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

64
 MOU #10 and #11

# 10

MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

The parties agree that a regular rural carrier who wants to relocate because of a spouse’s relocation or a personal hardship
may be appointed as a rural carrier associate (RCA), provided there is a leave replacement vacancy in the office to which
the regular carrier seeks relocation and the regular carrier resigns his or her career position prior to appointment as an RCA.

The regular carrier must submit a written request for an appointment as an RCA to the installation head at the office where
the appointment is desired and must provide a copy of the request to the installation head at the office where currently
employed. Acceptance of the carrier’s request is at the discretion of the installation head of the gaining office, provided a
leave replacement vacancy exists in the office and all contractual provisions concerning the filling of such vacancies are
followed.

Upon receipt of the request at the gaining office, the installation head or designee will advise the regular carrier whether
the request is accepted and, if so, the effective date of the RCA appointment. The regular carrier must then resign from the
Postal Service at least six (6) days prior to the effective date of the RCA appointment. Following the six-day break in service,
the individual will be appointed as an RCA in the new installation. The individual’s seniority as an RCA will begin with the
effective date of the appointment. No new probationary period shall be required.

_________________________ _________________________
Anthony J. Vegliante Steven R. Smith
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association
#11
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Joint Education and Training Fund

The parties are committed to improving the working life of rural carriers and enhancing the effectiveness of the Postal Service. The
parties further recognize that to reach these objectives, both managers and rural carriers need to be provided educational and train-
ing opportunities which encourage and support improved labor/management relationships at all levels, as well as innovative joint
approaches to achieving improved organizational effectiveness. Toward that end, the parties agree to continue the Joint Education
and Training Fund for the purpose of providing education and training in the following areas:

A. Conflict Resolution

B. Team Building

C. Communication Skills

D. Labor/Management Relations

65
MOU #12

E. Such other initiatives as advanced by the parties at the national level.

The Fund shall be administered jointly by a representative appointed by the Employer and the President of the National Rural Letter
Carriers’ Association. These representatives shall establish such policies and procedures as may be necessary to administer the Fund
and to evaluate and approve or disapprove education and training requests.

The USPS shall contribute $750,000 to the Fund for FY 2022 and shall replenish the Fund in the same amount for FY 2023 and
FY 2024.

_________________________ ________________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

#12
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Part-Time Flexible Court Leave

1. A part-time flexible rural carrier will be eligible for court leave as defined in Employee and Labor Relations Manual sections
516.1 and 516.31, if the employee would otherwise have been in a work status or annual leave status.

2. If eligibility is established under paragraph 1, the specific amount of court leave for an eligible part-time flexible rural carrier
shall be determined on a daily basis as set forth below:

a. If previously scheduled for a full assignment(s) on a regular and/or auxiliary route, the evaluation of the full assignment
on the regular and/or auxiliary route(s);

b. If previously scheduled to perform auxiliary assistance, the number of hours the part-time flexible rural carrier would
have reasonably worked in the performance of the assignment(s) at the attained straight time rate;

c. If previously scheduled for annual leave, the number of hours at the attained straight time rate with the hours previously
requested and granted annual leave restored to the employee’s annual leave balance.

3. The amount of court leave for part-time flexible rural carriers shall not result in more than 40 hours in a service week when
combined with work hours and any other leave.

_________________________ ________________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

66
 MOU #13 and #14

#13 MEMORANDUM OF UNDERSTANDING

BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Assistant Rural Carrier

The parties agree that an assistant rural carrier (ARC) will be a non-career, bargaining-unit employee with limited contractual
benefits, performing service either on Saturdays, Sundays, and holidays consistent with current practice, or parcel delivery on
any day of the week.

The assistant rural carrier will receive hourly compensation in accordance with Table Four, Rural Carrier Associate***/Assistant
Rural Carrier**** Straight-Time Hourly Wage Rates.

All other principles and work rules for assistant rural carriers will be outlined in the Implementation Guidelines.

_________________________ ________________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

#14
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

The United States Postal Service and the National Rural Letter Carriers’ Association face a very exciting and challenging future
as we continue to expand the role of the Postal Service as an important gateway to the American household. Going forward, our
future success will depend largely on how well we work together as a team. How well we put forth our best efforts on behalf of the
Postal Service, to be successful, we must create work relationships that recognize our differences, and build on our strengths. We
must create a safe and secure work environment for every single employee. We must take individual responsibility for our actions,
and our words, and we must help instill a sense of pride in every employee who works for our organization.
Emphasis must be placed on the corporate objective that all managers, supervisors, and union representatives give the highest prior-
ity to compliance with our collective bargaining agreement. The United States Postal Service and the National Rural Letter Carriers’
Association are fully committed to abide by the provisions of the National Agreement.
We all invest a large amount of time at work and the workplace environment is important to us all. That’s why each and every one
of us is responsible for building a work environment that is healthy and successful, to ensure a vibrant, robust Postal Ser- vice for the
future.

67
MOU #16

Our vision of a better, healthier workplace is an environment where supervisors and employees have constructive dialogue with
each other, where differences are recognized, and diversity is valued, where we are able to work together, and unlock the great
potential of our workforce.

_________________________ _____________________________
Anthony J. Vegliante Steven R. Smith
Vice President President
Labor Relations National Rural Letter
U. S. Postal Service Carriers’ Association

#16
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Sick Leave for Dependent Care

The parties agree that, during the term of the 2021 National Agreement, sick leave may be used by an employee to give care or
otherwise attend to a family member having an illness, injury, or other condition which, if an employee had such condition, would
justify the use of sick leave by that employee. Family members shall include son or daughter, parent, and spouse as defined in ELM
Section 515.2. Up to 80 hours of sick leave may be used for dependent care in any leave year. Approval of sick leave for depen-
dent care will be subject to normal procedures for leave approval.

_________________________ _______________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

68
 MOU #17

#17
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Leave Sharing

The Postal Service will continue a Leave Sharing Program during the term of the 2021 National Agreement under which career postal
employees are able to donate annual leave from their earned annual leave account to another career postal employee, within the
same geographic area serviced by a postal district. Single donations must be of 8 or more whole hours and may not exceed half of
the amount of annual leave earned each year based on the leave-earning category of the donor at the time of donation. Sick leave,
unearned annual leave, and annual leave hours subject to forfeiture (leave in excess of the maximum carryover which the employee
would not be permitted to use before the end of the leave year), may not be donated, and employees may not donate leave to their
immediate supervisors.

To be eligible to receive donated leave, a career employee (a) must be incapacitated for available postal duties due to seri-
ous personal health conditions or pregnancy and (b) must be known or expected to miss at least 40 more hours from work
than his or her own annual leave and/or sick leave balance(s), as applicable, will cover, and (c) must have his or her absence
approved pursuant to standard attendance policies. Donated leave may be used to cover the 40 hours of LWOP required to
be eligible for leave sharing.

For purposes other than pay and legally required payroll deductions, employees using donated leave will be subject to regu-
lations applicable to employees in LWOP status and will note earn any type of leave while using donated leave.

Donated leave may be carried over from one leave year to the next without limitation. Donated leave not actually used remains in the
recipient’s account (i.e., is not restored to donors). Such residual donated leave at any time may be applied against negative leave
balances caused by a medical exigency. At separation, any remaining donated leave balance will paid in a lump sum.

_________________________ _______________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

69
MOU #19 and #22

#19

MEMORANDUM OF UNDERSTANDING
BETWEEN THE UNITED STATES POSTAL SERVICE AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Revenue Generation

Postal customers are experiencing a changing business environment which provides alternate access channels to satisfy their postal
needs. As a result, the stamp purchasing practices of customers residing on rural routes have changed.

In an effort to better utilize the current stamp stock weekly credit during the term of this Agreement, the parties agree that, in addi-
tion to serving the stamp sale needs of its customers, rural carriers will engage in revenue generating initiatives.

Initiatives for generating revenue would include rural carriers submitting leads from business customers currently utilizing our com-
petitors; increasing customer awareness of our products and services; and informing customers of the USPS website, usps.com, in
an attempt to promote alternate access to Postal products and services.

The parties agree that employee involvement in generating revenue is an essential element in ensuring the success of the Postal
Service.

#22

MEMORANDUM OF UNDERSTANDING
BETWEEN THE UNITED STATES POSTAL SERVICE AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

The parties agree that until such time as the revised Evaluated Compensation System is implemented, carriers on rural routes that
have assigned Employer provided vehicles and receive delivery point sequence (DPS) flats may, at their option, case and strap out
DPS flats with other mail in accordance with Handbook PO-603, Section 15, Schedules.

Casing of DPS flats at the carrier’s option will not affect or modify mail count procedures or the application of the DPS flats time
standard. Additionally, management may require these carriers to take DPS flats directly to the street without casing in certain situ-
ations, such as, leaving so late as to cause significant delays in the customer’s anticipated delivery window; being unable to return
to the office in order to meet the primary dispatch; or exceeding, on a consistent basis, the overall weekly evaluation of the route.

_________________________ _______________________
Doug A. Tulino Jeanette Dwyer
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

70
 MOU #23

#23
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
UNITED STATES POSTAL SERVICE
AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Non-Career Employee Health Benefits

After one year of continuous employment, any eligible non-career rural carrier employee who wants to pay health premiums to par-
ticipate in the Federal Employees Health Benefits (FEHB) Program on a pre-tax basis will be required to make an election to do so in
accordance with applicable procedures. The total cost of health insurance is the responsibility of the non-career employee except as
provided below.

The Postal Service will make a bi-weekly contribution to the total premium for any non-career rural carrier employee who wishes to
participate in the USPS Non-Career Health Care Plan (USPS Plan) self-only option, equal to the greater of (a) $125, or (b) the mini-
mum required by the Patient Protection and Affordable Care Act, and applicable regulations.The Postal Service will make a bi-weekly
contribution equal to 65% of the total premium for any non-career rural carrier employee who wishes to participate in the USPS Non-
Career Health Care Plan (USPS Plan) for either self plus one or family coverage during the non-career rural carrier employee’s initial
year of non-career employment.

After a non-career rural carrier employee’s first year of employment, the Postal Service will make a bi-weekly contribution equal to 75%
of the total premium for either self plus one or family coverage.

Effective Plan Year 2023, the Postal Service will make a bi-weekly contribution equal to 75% of the total premium for any
eligible non-career rural carrier employee who wishes to participate in the USPS Non-Career Health Care Plan (USPS Plan)
for self, self plus one, or family coverage, regardless of years of employment.

Any non-career rural carrier employee wishing to make his or her health care contribution on a pre-tax basis will be required to make
an election to do so in accordance with applicable procedures.

All non-career rural carrier employees will be eligible for the USPS Plan within a reasonable period from the date of hire and entry into
a pay status, consistent with the requirements established under the Patient Protection and Affordable Care Act.
The Postal Service shall continue to provide the USPS Plan with self-only, self plus one, and family options for the duration of this
Agreement.

_________________________ _______________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

71
MOU #24

MEMORANDUM OF UNDERSTANDING
BETWEEN THE UNITED STATES POSTAL SERVICE AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Rural Delivery Task Force

The parties recognize the need to jointly review rural delivery methods and processes to ensure that technological advanc-
es and modernization are leveraged to place the Postal Service and the rural carriers in the best position to align with Postal
Service customers’ changing needs, ensuring that the Postal Service remains the provider of choice. Therefore, the parties
agree to establish a joint Rural Delivery Task Force.

The Task Force will consist of an equal number of members appointed by the Vice President, Labor Relations, and the
President, National Rural Letter Carriers’ Association (NRLCA). The Task Force should include cross-functional Postal Service
representation in order to fully implement recommendations. Task Force members will meet regularly and through a coop-
erative effort will discuss issues affecting rural delivery, working towards viable solutions. The Task Force will also develop
and test new work methods and concepts, as it deems appropriate.

The parties have identified several areas for the Task Force to initially examine. They include:
• Leave Replacement Task Force recommendations
• Scheduling
• Casing equipment and casing methods
• Efficiency and use of space
• Seasonal routes
• Vehicle deployment
• Contract compliance

The Task Force has the authority to address any issues it feels would improve overall efficiency and the work climate, or
position the Postal Service to achieve service excellence.

This agreement is without prejudice to the Postal Service’s right to make changes to policy consistent with Articles 19 and
34, and the NRLCA’s ability to challenge the same.

The Task Force shall convene within thirty (30) days of the ratification date of this Agreement and will function for the term
of the 2021 USPS/NRLCA National Agreement.

_________________________ _______________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

72
 MOU #25

#25

MEMORANDUM OF UNDERSTANDING
BETWEEN THE UNITED STATES POSTAL SERVICE AND THE
NATIONAL RURAL LETTER CARRIERS’ ASSOCIATION

Joint Workplace Improvement Process

The parties are committed to creating and enhancing a culture in the workplace that improves relationships between management
and rural letter carriers for the purposes of providing a safe, efficient work environment in which all employees are treated with digni-
ty and respect. The parties recognize that such a work environment puts the Postal Service and its employees in the best position to
accomplish our mission of providing the highest quality service to our customers. Therefore, the parties agree to the following Rural
Joint Workplace Improvement Process (RJWIP).

Rural Joint Workplace Improvement Process (RJWIP):

The process will be overseen by the Vice President, Labor Relations and the President, National Rural Letter Carriers’ Association
(NRLCA), or their designees. Representatives will be designated at the area and district levels. These representatives will work in
teams of two, with one member representing the Postal Service and one member representing the NRLCA.

Area teams will be comprised of the area manager, Labor Relations, and the NRLCA Executive Committeeman for that area, or their
designees. District teams will include the district manager, Labor Relations and the NRLCA district representative, or their designees.

The district teams will jointly identify locations to implement the RJWIP. Once a location is identified, the team will thoroughly review
all relevant factors that affect the workplace culture or safety of that location. These factors include, but are not limited to:

• The treatment of employees

• Communication between the rural letter carriers, union representatives and local management
• Policies and practices regarding safety both in the office and on the street

After the review above is completed, the team will jointly develop recommendations for changes and an action plan to implement in
each location. A copy of the findings and recommendations will be forwarded to the District Manager, Labor Relations for review
and assignment of responsibility for implementing changes. The team will monitor the progress of the action plan and ensure timely
implementation of the changes.

If either district team member believes that a location should receive a review and this is not supported by their respective counterpart,
the location and appropriate justification for review, should be forwarded to the area team with a copy to the Area Manager, Labor
Relations. The area team will make a determination as to whether the RJWIP should be implemented in that location and assign the
necessary personnel to complete the review.

When an area team is involved in identifying or reviewing a location, a copy of their findings and recommendations must be sent to
the Vice President, Labor Relations, and the President, NRLCA, or their designees.

73
Should any issues be escalated to the national level, the parties will determine whether the RJWIP will be implemented, to include rec-
ommending and monitoring changes.

_________________________ _______________________
Doug A. Tulino Ronnie Stutts
Vice President President
Labor Relations National Rural Letter
U.S. Postal Service Carriers’ Association

74
 Tables Three and Four

TABLE THREE
Rural Carrier Associate / Rural Carrier Relief
Straight-Time Hourly Wage Rates

General Sch 1* Sch 2**

Effective Wage Wage Hourly Hourly
Date Increase Adjustment Rate Rate
11/20/2021 1.3% 1.0% 24.52 28.66
11/19/2022 1.3% 1.0% 25.07 29.30
11/18/2023 1.3% 1.0% 25.62 29.94
* Applies to rural carrier associates hired from August 24,
1991, through August 10, 2012.
** Applies to rural carrier associates and rural carrier relief
employees on the rolls prior to August 24, 1991.

TABLE FOUR
Rural Carrier Associate*** / Assistant Rural Carrier****
Straight-Time Hourly Wage Rates

General
Effective Wage Hourly
Wage
Date Adjustment Rate
Increase
11/20/2021 1.3% 1.0% 19.50
11/19/2022 1.3% 1.0% 19.94
11/18/2023 1.3% 1.0% 20.38
*** Applies to rural carrier associates hired on or after August
11, 2012.
**** Non-career employees who may work
Saturdays/Sundays/Holidays or seven days per week,
predominantly for parcel delivery.

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URGENT — Time Value